Strategic Workforce Planning & Organizational Design Director
About The Position
The Strategic Workforce Planning & Organizational Design Director is a transformation leader responsible for designing, building, and embedding an enterprise-wide strategic workforce planning (SWP) and organizational design capability. The role establishes and manages the frameworks, tools, governance, and capabilities needed to enable proactive, data-driven workforce decisions aligned with organizational strategy. The Director partners with HR Business Partners, Finance, Strategy, and operational leaders to build and scale workforce planning practices across the organization. The role also supports Organizational Effectiveness initiatives focused on enterprise transformation, operating model design, and strategic talent interventions. The Director designs an enterprise SWP methodology suited to a complex healthcare environment, leads implementation across clinical and non-clinical functions, supports data-driven workforce decisions, and builds HRBP and leader capability. The role establishes governance and operating rhythms, tracks adoption and impact, and leads enterprise Organizational Effectiveness initiatives such as operating model design, organizational design and restructuring, change management, and leadership effectiveness interventions. The position serves as a senior advisor on workforce strategy and organizational transformation. Other job functions may be assigned.
Requirements
- Bachelor’s degree required.
- 8–12+ years of progressive experience in Organizational Effectiveness, Workforce Planning, or HR Strategy.
- Demonstrated experience building and implementing a strategic workforce planning capability, rather than only executing within an existing model.
- Experience in complex, matrixed organizations required.
- Strong facilitation and consulting skills with senior leaders required.
- Experience integrating workforce planning with financial and strategic planning processes required.
- Proven ability to translate data into actionable business insights required.
- Strong analytical experience required.
- Excellent verbal, written, and interpersonal communication skills to interact effectively and establish rapport with all levels of management and staff.
- Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information.
- Strong customer service and relationship-building skills.
Nice To Haves
- Master’s degree in I/O Psychology, HR, Business, or a related field preferred.
- Healthcare experience strongly preferred.
Responsibilities
- Design and implement an enterprise strategic workforce planning methodology tailored to a complex healthcare environment, including scenario planning, demand and supply forecasting, and skills-based planning.
- Define workforce segmentation strategies, including for critical roles, hard-to-fill roles, and mission-critical capabilities.
- Establish workforce planning horizons and align workforce planning with financial planning, budgeting cycles, and strategic planning processes.
- Lead strategic workforce planning implementation within clinical and non-clinical functions.
- Translate business strategy into workforce implications, including headcount, skills, capabilities, and structure.
- Facilitate workforce planning sessions with senior leaders and refine tools and processes to meet strategic and operational needs.
- Scale strategic workforce planning practices across the enterprise through phased implementation.
- Partner with People Analytics to define data requirements, dashboards, and reporting capabilities.
- Integrate internal and external labor market data into workforce planning insights and develop actionable insights about workforce gaps, risks, and opportunities.
- Ensure governance and consistency in workforce data metrics and definitions.
- Design and deliver training for HRBPs and business leaders on strategic workforce planning concepts, tools, and facilitation.
- Coach HRBPs to lead workforce planning discussions independently; develop playbooks, guides, and knowledge resources; and establish a community of practice.
- Define roles, responsibilities, and decision rights across HR, Finance, and business leaders.
- Embed strategic workforce planning into existing operating rhythms, such as quarterly business reviews and annual planning.
- Create governance structures to support accountability and sustainability, and define success metrics to track adoption and impact.
- Lead enterprise Organizational Effectiveness initiatives, including operating model design, organizational design and restructuring, change management for strategic initiatives, and leadership effectiveness interventions.
- Serve as a senior advisor on workforce strategy and organizational transformation.
- Perform other job functions as assigned.
Benefits
- Medical, dental, and vision insurance
- Employer-paid group term life and disability insurance
- Employer contribution toward a Health Savings Account
- Flexible Spending Accounts
- Paid Time Off (PTO)
- Paid holidays
- Paid parental leave
- 403(b) plan with a 5% employer match
- Supplemental life, AD&D, and disability coverage
- Critical illness, accident, and hospital indemnity coverage
- Tuition assistance
- Student loan servicing and support
- Adoption benefits
- Backup childcare and eldercare
- Employee Assistance Program and specialized behavioral health services and resources for employees and family members
- Discounts on services at Lurie Children’s facilities
- Discount purchasing program
- Leadership incentives for select roles
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What This Job Offers
Job Type
Full-time
Career Level
Director
