Staff VP Human Resources – Anthem

Website Ivy Exec

The Staff VP Human Resources for COO is responsible for HR human capital strategy that will drive the business to meet its goals within Anthem’s newly created Chief Operating Officer organization supporting either the Government business or the Commercial business.

Anthem is moving its core operations into a COO model which brings together operations, service and technology teams supporting its’ key businesses. The Staff VP HR role supports one of our two Chief Operations Officer roles and has overall responsibility for the people aspects of the team, and partners with HR stakeholders to create tailored talent strategies that enable the success of these teams. The primary duties may include, but are not limited to: Work closely with the business to evaluate and develop end to end human capital strategies and ensure proper integration and alignment to HR strategic goals. Driving organizational transformation efforts to support the creation of the new operating model Partner with business leadership in succession planning, leadership development/deployment and larger-scale transformations in talent, both short term and medium term. Provide insightful data to guide decision making and offer proactive solutions, solving problems and getting to the root cause and resolve issues. Consult with leadership to create comprehensive people plans to influence lasting and sustainable efficiencies. Provide decision support for business unit leaders and senior management teams operational and business goals. Provide visible sponsorship and guidance for major change initiatives. Hire, trains, coaches, counsels and evaluates performance of direct reports.


BA/BS in a related field. MBA preferred Requires a strategic thinker with the ability to develop and execute logical analysis to drive toward key decisions Senior level HR operations and leadership experience Acquisition and integration experience preferred 15+ years of progressive experience with significant large-scale project management, strategic planning and/or consulting in the health care industry or related large scale industry; or any combination of education and experience, which would provide an equivalent background Demonstrated analytical skills, sense of curiosity, and effective problem solving Ability to work through ambiguity, putting structure and “glide path” to broad enterprise initiatives Proficiency evaluating market trends and building actionable strategy Exceptional oral, written, and interpersonal communication, persuasion and negotiation skills required. Must be able to work across all levels of the company spanning from Board/CEO/Senior team leadership to front line-level audiences Proven ability to set and execute a strategic vision Excellent track record of successful leadership and demonstrated accomplishments, including leading significant change Demonstrated ability to motivate, build consensus, and drive change is required Previous experience developing external partnerships desired. Prior global experience preferred.


Building People Capability Uses structured, systematic, and transparent approaches to assessing and developing individuals and how they fit together in the team. Systematically develops whole team; develops individuals in order to build calculated team-wide bench strength and balanced capability. Identifies successors to key roles in organization based on a rigorous understanding of capabilities, experience, motivation and career development needs. Creates uniquely tailored career development plans for employees. Collaborating and Influencing Facilitates discussions to enable people to collaborate with each other independently; promotes collaboration across multiple parties Identifies and meets with key players and stakeholders to help them shape a position and engages in a dialogue to reach a final conclusion together, compromising as necessary for results. Develops explicit understanding of which relationships are most important to the organization and its stakeholders, builds a network prioritizing these relationships.


Highly credible leader who, by reputation, will gain the trust and confidence of the business leaders. Sets compelling goals and shows tenacity, resilience, and bias for action and execution skills in driving towards these goals. Action oriented, hands-on and with demonstrated experience in an innovative, fast-paced, performance-oriented environment. Is highly articulate and when s/he communicates and engenders credibility with everyone s/he interacts with, but, in particular, with executives and associates. Must be able to influence across all levels of the organization, from staff to the executive level

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