Director, Clinical Talent Strategy

DaVita Kidney Care • Denver, CO

2d • $115,000 - $183,000 • Onsite

About The Position

DaVita is seeking a Director of Clinical Talent Strategy to build and lead an enterprise-wide approach to attracting, developing, and retaining clinical talent. This role will own the end-to-end clinical talent strategy, ensuring strong pipelines, clear development pathways, and a deep bench of clinical leaders. The Director will unify fragmented efforts across the organization into a cohesive, scalable system while introducing new ideas and challenging legacy processes. This leader will operate as a change agent, setting enterprise standards for clinical talent while enabling local teams to tailor implementation to their business needs.

Requirements

• Strategic and critical thinking, ability to connect complex systems
• Strong project and program management across multiple workstreams
• Executive communication skills, especially building clear PowerPoint narratives
• Ability to influence without authority across senior stakeholders
• Confidence to challenge thinking and introduce new approaches
• Ability to balance enterprise strategy with local flexibility
• Experience in consulting, operations, HR, or a hybrid role
• Experience leading enterprise-level strategy or transformation initiatives
• Proven ability to work in complex, matrixed environments
• Track record of driving change and delivering measurable outcomes

Nice To Haves

• Healthcare or clinical experience is a plus, not required

Responsibilities

• Build and Transform Clinical Talent Strategy: Design and execute a unified, enterprise clinical talent strategy across DaVita, including external attraction and internal development and retention.
• Connect and scale existing initiatives into a cohesive, end-to-end talent system including recruiting, development, and talent management.
• Identify and eliminate fragmented or low-value efforts that do not drive outcomes; introduce new ideas to close gaps.
• Translate business and clinical priorities into a multi-year talent strategy and roadmap.
• Partner with senior leaders, including the Chief People Officer, Operational leadership, and Clinical leadership to align priorities and strategy.
• Strengthen Internal Talent Pipelines & Bench Strength: Establish enterprise standards for clinical talent reviews, including cadence, inputs, and expected outcomes; enable local teams to adapt within defined standards based on their needs.
• Partner with Clinical teams and People Team Centers of Excellence to build and scale pipelines & succession planning for critical clinical leadership roles.
• Increase visibility and mobility of high-potential clinical talent across markets and lanes.
• Elevate the quality of talent discussions to drive clear development and succession outcomes.
• Shape Future External Talent Pipelines: Partner with Talent Acquisition to define forward-looking clinical talent needs.
• Influence external pipelining strategies to align with long-term workforce priorities.
• Challenge and elevate thinking to ensure pipelines are proactive, targeted, and sustainable.
• Lead Clinical Upskilling & Development Strategy: Build enterprise roadmaps to upskill clinical roles and expand leadership pipelines.
• Scale successful pilot programs into consistent, enterprise-wide approaches.
• Identify gaps in current pipelines and design innovative solutions to address them.
• Ensure the organization is preparing talent for future roles, not just current demands.
• Drive Governance and Execution: Stand up strong governance across all clinical talent initiatives.
• Develop and maintain executive scorecards, dashboards, project plans and trackers.
• Ensure accountability for outcomes, not just participation.
• Bring structure and discipline to complex, cross-functional workstreams.
• Influence at the Executive Level: Build compelling executive-level materials and narratives to drive decisions.
• Navigate complex stakeholder dynamics with confidence and clarity.
• Challenge assumptions and push for higher standards while maintaining strong relationships.

Benefits

• Medical, dental, vision, 401(k) match, paid time off, PTO cash out
• Family resources, EAP counseling sessions, access Headspace®, backup child and elder care, maternity/paternity leave
• Professional development programs
• On-demand virtual leadership and development courses through DaVita’s online training platform StarLearning

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed