Director, Workforce Strategy & Transformation

LivaNova

23h

About The Position

LivaNova is seeking a Director, Workforce Strategy & Transformation to lead how the company plans its workforce and evolves how work gets done. The role focuses on strategic workforce planning, skills-based approaches, internal mobility, and AI-enabled work redesign to improve capability, productivity, and decision quality. The Director will create tools and structures that help leaders and business partners build forward-looking workforce strategies aligned with business priorities, translating strategy into capabilities, critical roles, and workforce-mix decisions. The role will build and embed workforce planning, develop scenarios for growth, productivity, automation, and capability shifts, and connect workforce data and talent intelligence to business decisions. It will advance skills-based planning and talent marketplace approaches, support movement and redeployment across teams, and help redesign roles and workflows to combine human and digital work. The Director will partner across HR, Strategy, Finance, IT, and business teams, and work with Global Total Rewards to translate plans into roles and align them with financial-cycle planning.

Requirements

10–15+ years of experience as an HR Business Partner, Talent leader, in Organizational Development, HR Strategy, or a related field.
Experience in organizational design, operating models, or workforce effectiveness.
Experience with talent-planning processes related to workforce and succession plans.
Experience in strategic workforce planning.
Experience with scenario planning and decision-support processes.
Experience with AI, automation, or digital impact on work design.
Demonstrated passion for AI and tech-savvy expertise combining business knowledge with technical AI fluency, including coding, development, and system design.
Experience with skills-based workforce or talent practices.
Experience leading cross-functional work in complex, matrixed organizations.

Nice To Haves

Experience in medtech, pharma, health tech, or similarly complex and regulated environments.
Master’s degree in HR, Business, Organizational Design, or a related field.
Background in consulting, workforce strategy, or transformation work.
Experience with workforce planning, analytics, or skills platforms.

Responsibilities

Build and embed strategic workforce planning aligned to business priorities.
Translate business strategy into critical roles, capabilities, workforce mix, and scenarios.
Develop scenarios for growth, productivity, automation, and capability shifts.
Support build, buy, borrow, and bot workforce decisions.
Connect workforce data and talent intelligence to business decisions and anticipate future talent gaps through dynamic planning.
Train people managers to design productive teams and use technology to improve engagement and productivity.
Partner with Global Total Rewards to translate plans into roles and align them with financial-cycle planning.
Advance skills-based planning to improve visibility into capabilities, gaps, and adjacencies.
Use skills data to support workforce decisions, internal movement, and workforce flexibility.
Help shift from static job structures to adaptable, capability-based models.
Enable talent marketplace approaches to match talent to roles, projects, and opportunities.
Increase internal mobility, speed redeployment, and help remove barriers to movement across teams and functions.
Improve work structure using AI, automation, and digital tools.
Help teams redesign roles and workflows to combine human and digital work.
Cultivate AI-enabler roles and champion capabilities at the intersection of business and technology, including organizational models, hiring, development, rewards, enablement, and community connection.
Build and scale a practical strategic workforce planning capability model.
Enable adoption of skills-based planning and workforce practices.
Lead implementation of a workforce planning analytics tool.
Advise leaders on workforce implications of AI, automation, growth, and organizational change.
Improve internal mobility and workforce deployment across roles and priorities.
Integrate workforce planning into business planning and governance rhythms.
Partner across HR, Strategy, Finance, IT, and business teams to drive adoption and execution.
Deliver outcomes through defined scope and cross-functional collaboration.