Vice President, Workforce Planning and Talent Development

RWJBarnabas Health•West Orange, NJ

49d•$175,000 - $300,000

About The Position

Lead the design and execution of an integrated workforce plan that ensures the organization has the right talent, in the right place, at the right time. This role is accountable for driving workforce planning, building critical skillset pipelines, advancing talent analytics to drive talent decisions and focus areas, and shaping enterprise-wide talent development strategies derived from organizational needs. This role is a critical contribution to building a future-ready workforce and enabling sustainable business performance. Develop and embed a change management framework, methodology, and toolkit to support enterprise transformation.

Requirements

Bachelor's degree required; advanced degree in Business, HR, Organizational Development, related field preferred or equivalent experience
15+ years of progressive HR, Talent Management or Strategic Planning experience, with significant focus on workforce planning, talent management and pipeline building and talent analytics
Demonstrated experience building and executing workforce strategies in complex, large organizations
Consistently model RWJBH Leadership Competences
Deep expertise in workforce planning, strategic talent management, and analytics
Analytical mindset with the ability to translate data into actionable insights
Excellent communication, facilitation, and stakeholder management skills
Proven track record of leading transformation and driving adoption of new processes and tools

Responsibilities

Lead enterprise workforce planning, integrating business strategy, labor market insights, and internal talent data
Translate workforce plans into actionable build and buy talent strategies; identify talent acquisition, development, succession, organizational design and retention priorities
Collaborate with business and HR leaders to anticipate capability gaps and recommend solutions to address them
Define Workforce Development strategy in context of overall workforce plan and ensure private, system and public funds are channeled to the most critical talent capability areas
Oversee the team delivering Workforce Development initiatives and demonstrate the ROI of each program
Be Talent Management point of contact for all RWJBH schools and talent pipeline building initiatives to ensure overall connection and alignment to workforce plan and talent strategy
Develop and embed a change management framework, methodology, and toolkit to support enterprise transformation
Build and sustain change capability across leaders, managers, and employees through training, coaching, and playbooks
Lead change impact assessments, readiness plans, and adoption strategies for major transformation programs
Partner with communications and HR teams to deliver clear and consistent engagement and communication strategies
Establish and lead a network of change champions across the organization
Track and report on change effectiveness, adoption, and employee experience metrics
Design and deliver OD strategies, programs, and interventions to strengthen organizational capability, culture, and performance
Lead initiatives to shape and reinforce organizational culture aligned to strategy and values
Partner with Leadership Development & Learning to integrate leadership development, succession, and learning solutions into OD practices
Own and continuously evolve the performance management process, ensuring it is simple, meaningful, and aligned to organizational goals
Strengthen the connection between individual performance, organizational strategy, and reward outcomes
Partner with Leadership Development and Learning Solutions to equip leaders to have effective performance and development conversations that drive accountability and growth
Build and mature a talent analytics capability that provides predictive talent insights and informs strategic workforce planning decisions
Partner with HR and business leaders to deliver insights that inform and drive superior talent development and investment decisions. Track by establishing metrics and dashboards that measure talent impact