Sr. Director, Workforce Planning

Accuity

20h•Remote

About The Position

The Senior Director, Workforce Planning is responsible for enterprise workforce planning, operational deployment, operational capacity management, workforce deployment strategy, and service delivery coordination across Accuity's operational organizations. This leader partners closely with Operations, Clinical Operations, Client Success, Reporting & Analytics, Finance, and Executive Leadership to ensure staffing strategies, forecasting models, deployment decisions, and workforce capabilities support consistent service delivery, workforce efficiency, operational scalability, and business growth. Operational deployment includes workforce allocation, staffing alignment, capacity balancing, service level management, delivery risk mitigation, and coordination of operational resources across business priorities. The Senior Director serves as a critical operational partner to Client Success and operational leadership, creating visibility into capacity, proactively identifying risks, and coordinating solutions that support service commitments and client outcomes. This role is responsible for building and maturing workforce planning capabilities, implementing scalable workforce management tools and processes, improving forecasting accuracy, optimizing staffing deployment, and creating operational efficiencies across both the workforce planning function and the broader organization.

Requirements

Bachelor's degree in Healthcare Administration, Business Administration, Finance, Analytics, Operations Management, or a related field required.
Minimum of 5 years of progressive leadership experience in workforce planning, workforce management, operations, capacity planning, operational analytics, or related healthcare functions.
Healthcare workforce planning or workforce management experience required, including support of complex clinical or operational workforces.
Experience developing workforce forecasts, staffing models, capacity planning methodologies, and deployment strategies.
Proven ability to use data and analytics to improve service delivery, workforce utilization, operational performance, and escalation management.
Experience evaluating, implementing, or optimizing workforce planning or workforce management technologies.
Demonstrated success improving operational efficiency through process redesign, automation, technology adoption, or organizational improvements.
Workforce Planning and Forecasting
Operational Deployment Strategy
Capacity Planning and Resource Optimization
Workforce Analytics and Data Interpretation
Service Level Performance Management
Operational Problem Solving
Client and Stakeholder Partnership
Cross-Functional Collaboration and Influence
Process Improvement and Operational Excellence
Technology Evaluation and Adoption
Strategic Thinking and Business Acumen
Communication and Executive Presence
Leadership Development and Coaching
Accountability and Execution Discipline
Change Management and Adaptability
Remote Leadership Effectiveness
Organizational Planning and Prioritization
Employees must be able to communicate via phone, email, etc. and sit for extended periods of time, with or without reasonable accommodations.

Nice To Haves

Master's degree in Business Administration, Healthcare Administration, Analytics, Operations, or a related discipline preferred.
Workforce management, analytics, Lean, Six Sigma, project management, or related certifications preferred but not required.
Director or Senior Director-level experience preferred.
Experience in physician-led, nursing, coding, revenue cycle, provider, payer, managed services, healthcare technology-enabled services, or similar complex healthcare environments preferred.

Responsibilities

Lead workforce planning strategies supporting operational functions across the organization, including Medical Directors, DRG Integrity Specialists, Clinical Documentation Integrity, Coding, Revenue Cycle Operations, Denials, and Quality.
Develop and maintain forecasting methodologies, workforce models, and capacity planning processes aligned with business demand and organizational growth.
Establish operational forecasting processes, reporting cadences, and governance structures that improve planning accuracy and decision making.
Partner with operational leaders to translate business forecasts into staffing strategies, workforce plans, and deployment recommendations.
Continuously evaluate staffing assumptions, workload trends, and workforce utilization to improve operational effectiveness.
Lead operational deployment strategies that optimize workforce alignment, productivity, continuity, and service delivery performance.
Develop workforce deployment models that support Clinical Performance Unit (CPU) alignment, continuity of operations, and operational accountability.
Monitor and improve workforce allocation practices to achieve targeted staffing alignment within designated operational structures.
Partner with operational leaders to balance capacity, demand, staffing availability, and business priorities.
Identify workforce risks and proactively develop mitigation strategies to support delivery commitments and organizational objectives.
Serve as the centralized operational partner to Client Success for service level performance, client escalations, capacity management, and delivery risk mitigation.
Establish Workforce Planning and Operational Deployment as the primary point of coordination for operational issues impacting client commitments on service delivery.
Facilitate timely resolution of client escalations through effective coordination across operational teams and leadership.
Provide visibility into operational capacity, delivery risks, staffing constraints, and mitigation plans.
Strengthen accountability, communication, and collaboration between Client Success and operational teams.
Lead development and delivery of workforce analytics that support operational decision making and performance improvement.
Monitor workforce performance indicators, staffing trends, utilization metrics, and operational outcomes.
Partner with Reporting & Analytics to enhance workforce reporting capabilities and improve visibility into workforce performance.
Translate workforce data into actionable recommendations that improve productivity, efficiency, and service delivery.
Support executive leadership with workforce planning insights, forecasts, and scenario modeling.
Provide leadership and oversight for Access Management functions supporting operational teams.
Ensure timely, accurate, and compliant provisioning, modification, and removal of system access.
Improve operational workflows connecting workforce planning, onboarding, staffing deployment, business changes, and access management activities.
Evaluate organizational structure, staffing models, and performance within the Access Management function.
Drive service excellence, accountability, and process improvement within workforce operations.
Evaluate, recommend, implement, and optimize workforce planning technologies, workforce management platforms, and operational planning tools.
Identify opportunities to automate manual processes, improve forecasting capabilities, and increase operational efficiency.
Lead initiatives that enhance workforce planning maturity through technology adoption, process redesign, and operational innovation.
Partner with Technology, Product, Reporting & Analytics, Operations, Clinical Operations, and Operations Enablement leaders to support workforce-related technology initiatives.
Drive measurable efficiency improvements within the Workforce Planning and Operational Deployment function.
Lead, mentor, and develop a team of analysts, senior analysts, operational specialists, and leaders supporting workforce planning and operational deployment activities.
Build analytical capability, operational expertise, and leadership effectiveness within the team.
Assess organizational structure and implement improvements that enhance scalability, efficiency, and performance.
Foster a culture of accountability, collaboration, continuous improvement, and customer service.
Support succession planning and talent development efforts across the function.
Perform other duties and responsibilities as assigned in support of business objectives.