Senior Manager, Strategic Workforce Solutions

AMN Healthcare

19h

About The Position

Welcome to AMN Healthcare — Where Talent Meets Purpose Ever wondered what it takes to build one of the largest and most respected healthcare staffing and total talent solutions companies? It takes trailblazers, innovators, and exceptional people like you. At AMN Healthcare, we don’t just offer jobs — we build careers that make a difference. Why AMN Healthcare? Because Excellence Is Our Standard: Named to Becker’s Top 150 Places to Work in Healthcare — three years running. Consistently ranked among SIA’s Largest Staffing Firms in America. Honored with Modern Healthcare’s Innovators Award for driving change through innovation. Proud holder of The Joint Commission’s Gold Seal of Approval for Staffing Companies since 2006. Job Summary Senior Director / Vice President, Strategic Workforce & Labor Informatics This role exists to stabilize, mature, and scale a client‑facing workforce analytics and consulting capability while accelerating client retention, executive trust, and new logo growth. The leader will serve as the subject‑matter expert and executive partner to both clients and internal sales teams—guiding complex workforce conversations, shaping solutions, and building a scalable delivery model. This is a hands‑on, visible leadership role that blends client advisory, team development, and strategic execution in a high‑growth, evolving service line.

Requirements

Bachelor's Degree plus 5-7 years of work experience OR High School Diploma/GED plus 9-11 years of work experience
Proven experience influencing and advising C‑suite and executive‑level stakeholders
Strong presence in client‑facing, consultative environments
Ability to translate data and analytics into executive‑level insights and recommendations

Nice To Haves

Prior experience operating in a consulting or advisory capacity with external clients
Background in healthcare or workforce consulting environments
Familiarity with labor analytics, workforce strategy, or data‑driven advisory services

Responsibilities

Client Advisory & Executive Engagement Serve as the primary executive advisor to health system leaders (e.g., CNO, COO, CFO, VP‑level stakeholders), guiding workforce and labor analytics conversations.
Lead and support client meetings, on‑site visits, and strategic discussions alongside delivery team members.
Translate complex workforce data into clear insights, recommendations, and executive‑level narratives.
Build credibility quickly with senior stakeholders and navigate nuanced client dynamics with finesse.
Revenue Growth & Sales Partnership Act as the workforce analytics SME, partnering side‑by‑side with sales leadership to support new logo acquisition.
Shape solution approaches, articulate value propositions, and help clients understand how analytics can solve their workforce challenges.
Support expansion of capabilities into adjacent service areas (including Locums) as the service line evolves.
Team Leadership & Capability Build Lead a small but growing team, serving as both a people leader and subject‑matter expert.
Assess team skills, knowledge gaps, and client coverage; develop a plan to upskill and scale the function.
Augment capacity through 1099 consultants as needed while building long‑term internal capability.
Enable effective delegation, knowledge sharing, and documentation to address gaps left by prior leadership.
Provide active coaching through joint client calls and visits; each team member supports a significant client portfolio.
Data, Analytics & Process Ownership Own and evolve labor analytics processes, with full autonomy to assess, redesign, and improve data workflows.
Establish scalable, repeatable approaches for data analysis, insights generation, and client delivery.
Leverage standard analytics and reporting tools (Power BI preferred; MS Office required) to drive clarity and consistency.
Ensure analytics outputs are practical, client‑ready, and aligned to business decision‑making.
Demonstrated use of AI, Co-Pilot, Chat GPT to streamline operational functions Assessment, Change & Ambiguity Management Perform a structured, 360‑degree review of clients and team performance to inform a 30‑60‑90‑day roadmap.
Lead through ambiguity, setting direction where processes, documentation, and knowledge sharing are immature.
Balance short‑term stabilization with long‑term capability build.