DC- Director Workforce

The Director of Workforce Experience is a strategic People leader responsible for designing, integrating, and executing enterprise-wide talent strategies that enable the organization to attract, develop, engage, retain, and effectively deploy its workforce. This position provides strategic leadership across the full talent lifecycle for a comprehensive healthcare system that includes an acute-care hospital, medical group, home care, hospice, outpatient imaging, and other ambulatory services.

The Director partners closely with executive and operational leaders to ensure that people strategies are aligned with organizational priorities, financial objectives, clinical excellence, workforce needs, and the organization's culture and values. The Director oversees and integrates HR Business Partnering, Organizational & Leadership Development, Employee Relations, Talent Acquisition, Workforce Planning, Employee and Provider Engagement, Total Rewards Strategy, Change Management, Performance Management, Succession Planning, and Policy Management and Interpretation.

The duties and responsibilities described below are essential to successful performance of this role; other tasks may be assigned.

• Establish an enterprise talent framework connecting workforce planning, recruitment, development, performance, succession, engagement, rewards, and retention.
• Lead the HR Business Partner function and establish a consultative model that aligns HR resources with operational and strategic priorities.
• Establish consistent approaches to workforce planning, organizational design, performance management, employee relations, talent development, and change management.
• Coach leaders in organizational effectiveness, workforce strategy, employee engagement, and leadership practices.
• Lead organizational development strategies designed to improve organizational capability, team effectiveness, culture, and performance.
• Develop and maintain an enterprise leadership development strategy and leadership competency framework.
• Partner with executives to identify leadership capability gaps and develop targeted solutions.
• Provide strategic oversight of Talent Acquisition, ensuring recruitment strategies support workforce plans and critical talent needs.
• Oversee student, internship, residency, fellowship, apprenticeship, and other early-career talent programs.
• Develop short- and long-term workforce strategies based on business growth, patient volumes, labor market conditions, turnover, productivity, demographics, and anticipated skill requirements.
• Lead enterprise strategies to improve employee and provider engagement, connection, retention, and organizational commitment.
• Develop and continuously improve performance management processes, tools, competencies, and leader capabilities.
• Establish and lead an enterprise succession planning process for critical leadership and hard-to-replace positions.
• Ensure Total Rewards strategies support recruitment, retention, engagement, performance, and organizational growth.
• Lead enterprise change management strategy for significant organizational, technological, operational, and workforce initiatives.

Yes Is the primary purpose of this role to manage an organizational department or function and supervise at least two full-time (or equivalent) directly reporting employees?

Yes Does this role spend more than 50% of work time performing a combination of the following duties directly related to the management of department and it’s employees?

• Employment Decisions – This role has the authority to hire and fire employees, or provides highly weighted recommendations on hiring, firing, promotions, or status…