Health Workforce Development Coordinator

Clackamas County, OR•Oregon City, OR

31d•$81,115 - $102,867•Hybrid

About The Position

Clackamas County's Health Centers Division is seeking a dynamic and detail-oriented professional with strong analytical, strategic, and organizational skills to join our team as a Health Workforce Development Coordinator (classified as Management Analyst 2). The ideal candidate will have a proven ability to analyze performance trends, evaluate compliance data, and identify workforce development needs. In this role, you will: Plan, lead, and coordinate the Health Center Division's onboarding program Design and maintain training materials, benchmarks, and evaluation tools aligned with organizational goals Support the assurance of staff competency and the sustainability of new workflows by collaborating with clinical, operational, and quality teams to design, implement, and evaluate competency-based training and validation processes that reinforce consistent, high-quality practice. Facilitate implementation and sustainment of new clinical and operational workflows, ensuring that training and competency evaluation are integrated into change initiatives and monitored for long-term adoption and effectiveness. Participate in root cause analyses and other QI methodologies to drive continuous improvement Develop data-informed strategies that strengthen workforce capacity As the Health Workforce Development Coordinator, you will play a key role in enhancing the skills and competencies of both clinical and non-clinical staff. By developing and implementing comprehensive training and development programs, you'll ensure employees are well-equipped to deliver high-quality, client and patient-centered care.

Requirements

A minimum of four (4) years of related experience that would provide the required knowledge and skills to perform the responsibilities of this position, including experience in workforce development, training coordination, quality improvement, or a related area.
Experience in and demonstrated ability to analyze performance trends, compliance data, and training outcomes to inform workforce development strategies.
Experience in planning, coordinating, and evaluating onboarding or training programs for clinical and non-clinical staff.
Excellent written and verbal communication skills, including the ability to prepare reports and present findings to leadership.
Strong interpersonal skills and experience collaborating with cross-functional teams, including leadership, clinical staff, and quality or risk departments.
Familiarity with culturally responsive care practices and workforce development strategies that support diversity, equity, and inclusion.
Proficiency with data management and reporting tools (such as Excel, LMS platforms, HR systems).
Adult Learning & Instructional Design: Working knowledge of adult learning principles and instructional design methodologies to develop effective onboarding and training programs tailored to clinical and non-clinical roles, including programs that support culturally responsive, client- and patient-centered care.
Healthcare & Regulatory Requirements: Understanding of healthcare systems, regulations, accreditation standards, and organizational policies relevant to staff training, onboarding, and workforce compliance, with the ability to apply this knowledge to align training with care delivery needs and regulatory updates.
Learning Management Systems (LMS): Working knowledge of LMS platforms and related tools for managing training content, administering user access, tracking compliance, monitoring participation, and analyzing completion data to support reporting and continuous improvement.
Workforce Analysis & Strategy: Skill in analyzing workforce performance trends, compliance metrics, and strategic goals to identify training gaps and inform data-driven development strategies that enhance workforce vitality, staff retention, satisfaction, and professional growth.
Training Design & Implementation: Skilled in designing, implementing, and continuously improving training programs, materials, standard operating procedures, and evaluation tools in collaboration with subject matter experts and stakeholders. Uses outcome data, staff feedback, and quality or compliance metrics to guide ongoing refinement.
Communication & Collaboration: Skilled in communicating complex training needs, outcomes, and recommendations effectively to diverse audiences, including leadership, subject matter experts, and cross-functional teams. Aligns training efforts with organizational priorities and systemwide initiatives.
Data Management & Reporting: Proficient with data management and reporting tools (e.g., Excel, LMS platforms, HR systems) to analyze workforce metrics, support compliance tracking, and inform decision-making.
Team Collaboration: Strong interpersonal skills with experience collaborating across multiple departments, including leadership, clinical staff, quality, and risk management teams.
Cultural Competency: Ability to integrate culturally responsive care practices into workforce development strategies, supporting diversity, equity, and inclusion in training and staff development.
Continuous Improvement: Ability to evaluate training effectiveness, identify gaps, and implement continuous improvements based on data, feedback, and performance metrics.
Strategic Alignment: Ability to ensure training programs and workforce initiatives align with organizational goals, quality objectives, and operational priorities.

Nice To Haves

Bachelor's degree in Healthcare Administration, Public Health, Organizational Development, or a related field.
Experience in a healthcare setting, particularly in community health centers.
Experience conducting root cause analyses, performance audits, or quality improvement initiatives.
Demonstrated ability to design and implement training curricula, including creating learning modules, evaluation tools, and competency benchmarks.
Experience with Learning Management Systems (LMS), training analytics, and workforce tracking tools.

Responsibilities

Coordinate and evaluate the onboarding program for clinical and non-clinical staff, analyzing feedback and outcomes to assess program effectiveness and recommend improvements.
Assist in selecting training content aligned with specific roles, competencies, and culturally responsive onboarding objectives.
Lead the development, updating, and maintenance of onboarding modules, manuals, procedural guides, training materials, benchmarks, and evaluation tools in collaboration with content experts and department leaders.
Use feedback, performance data, and compliance metrics (e.g., audit results, quality measures) to continuously improve training content and delivery.
Analyze staff performance trends, compliance status, and strategic objectives to identify workforce development gaps and training needs.
Participate in root cause analyses of safety events, errors, or compliance gaps to determine when targeted training interventions are necessary.
Develop data-informed strategies to address skill gaps, enhance clinical and non-clinical effectiveness, and improve overall workforce performance.
Provide actionable insights to leadership to inform individualized and departmental training plans.
Plan and coordinate educational opportunities aligned with organizational goals, promoting client- and patient-centered, culturally responsive care.
Ensure training initiatives are evidence-based and responsive to emerging care delivery needs or regulatory updates.
Implement a standardized framework for workforce training plans across departments, aligning training with quality, compliance, and strategic objectives.
Develop and maintain training compliance tracking systems by integrating data from multiple sources (e.g., LMS, HR records, department logs).
Monitor training status, identify overdue or incomplete training, and coordinate with managers to ensure timely completion of mandatory requirements.
Prepare analytical reports linking training activities to clinical and operational performance outcomes to support leadership decision-making.
Serve as the primary administrator for the organization's online learning platform, managing user accounts, course structures, interface updates, and LMS analytics.
Evaluate LMS usage and training completion metrics to inform content adjustments and improvements in delivery.
Support organizational improvement and change initiatives by advising on training strategies, communication planning, and staff readiness.
Collaborate with risk, quality, and project teams to integrate training into broader system transformation efforts.
Monitor and report on workforce metrics such as retention, satisfaction, and professional development engagement to inform strategies that reduce turnover and enhance staff experience.

Benefits

Generous paid time off package, including:
12 hours of vacation accrued per month
Eligible newly hired employees will have the one-time option to frontload their first year of vacation accruals in compliance with EPP 66 - Vacation Leave! This means you have access to vacation time at time of hire.
8 hours of sick accrued per month
10 paid holidays and 1 personal day per year
Membership in the Public Employees Retirement System (PERS)/Oregon Public Service Retirement Plan (OPSRP):
Employer paid 6% PERS retirement contribution (The county currently pays the employee's share of the retirement contribution.)
OPSRP members get vested after five years of contributions or when they reach age 65
A Choice of Medical Plans that include chiropractic coverage, alternative care, vision, and prescription drug coverage
A Choice of Dental Plans
Robust EAP and wellness programs, including gym discounts and wellness education classes
Longevity pay
Other retirement Savings Options that allow for additional retirement funds savings, including an option to contribute a portion of employee earnings on a pre or post-tax basis to a 457b Deferred Compensation Plan
A variety of additional optional benefits