Workforce Planning Implementation Director

Scheduled Weekly Hours:

Department: Human Resources/Finance

Location: Hybrid. Candidates must reside in WI, MI, MN, or IA to be considered.

Project: This role is part of the ERP project and will consist of mostly project-based work. The duration of the project is expected to last at least 24 months and potentially beyond.

Position Summary:

The Workforce Planning Implementation Director is responsible for leading the development and implementation of strategic workforce planning and management strategies that drive business agility, align with the organization's goals, support high-quality patient care, and meet the evolving demands of the healthcare industry. This role is critical to help position the organization for readiness in the changing technology and economic climate. The Director will analyze workforce data to accurately determine workforce needs and collaborate with various functions to ensure the organization has the right talent in the right place at the right time to care for the communities we serve. A key focus will be on deploying and building internal capabilities for advanced human capital management and scheduling systems to enhance workforce efficiency and flexibility.

Please note, this role reports into HR with a dotted line to Finance and is considered a high-level individual contributor with no direct report responsibility.

Essential Job Duties/Major Responsibilities:

1. Strategic Workforce Planning:

• Develop and implement workforce strategies aligned with enterprise and department goals and market trends.

• Collaborate with senior leadership to understand business priorities and translate them into workforce requirements.

• Conduct workforce analysis to identify and implement strategies to address current and future talent needs, gaps, and risks.

• Utilize data analytics to forecast staffing needs, considering business forecasts, operational demands, economic factors, market trends, industry developments, strategic initiatives, and organizational growth.

2. Implementation of Human Capital Management Systems:

• Play a key role in the deployment, adoption, and building internal capabilities of advanced human capital management and time scheduling systems (e.g., UKG, Workday).

• Partner with HR Technology leadership in driving system enhancements geared towards identifying internal workforce trends and at-risk areas.

• Define business requirements and work closely with ITDS to ensure systems support efficient scheduling and timekeeping.

3. Talent Management:

• Develop staffing models and optimize resource allocation to meet workload demands while controlling costs and improving patient experience and workforce engagement.

• Collaborate with leaders to identify optimal staffing levels, skill mix, scheduling, and workload distribution while maintaining high quality and patient safety.

• Work closely with leaders to develop innovative talent acquisition, retention, and development strategies.

• Identify critical roles and skills needed for future success and develop succession planning strategies that are agile and forward-thinking.

4. Reporting and Metrics:

• Leverage technology and data analytics to drive data-driven decision-making and continuous improvement in workforce performance.

• Develop and maintain key performance indicators (KPIs) to measure the success of workforce planning and management initiatives.

• Provide regular reports and presentations to senior leadership, highlighting workforce trends, productivity insights, and recommendations.

• Lead scenario planning and analysis activities that position the organization to identify, attract, and retain the workforce of the future.

5. Collaboration and Communication:

• Partner with leaders and HR business partners to ensure alignment of workforce planning initiatives with departmental goals.

• Collaborate with the Business Strategy & Innovation Office to align workforce strategies with business priorities.

• Communicate workforce planning strategies and insights to stakeholders at all levels of the organization.

6. Process Improvement and Change Management:

• Continuously evaluate and improve workforce planning and management processes to enhance efficiency and effectiveness.

• Implement best practices and innovative solutions to optimize workforce utilization.

• Lead change management efforts related to workforce planning and management initiatives, ensuring smooth adoption and integration across the organization.

• Foster a culture of continuous improvement and adaptability within the workforce.

Minimum Qualifications:

• Education:Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field; master's degree preferred.

• Experience: 7 years proven experience in strategic workforce planning, healthcare operations, or leadership; strong analytical skills with the ability to interpret complex data and make data-driven decisions; excellent communication and interpersonal skills, with the ability to engage and influence stakeholders at all levels; demonstrated leadership and project management abilities, familiarity with workforce planning tools and human capital management systems; knowledge of labor market trends and regulatory considerations preferred, ability to integrate cross-function data at scale preferred; experience in a forward-thinking role/industry with a focus on anticipating change preferred.

• Certification/Registration/Licensure:Preferred certification in human resources management.

• Preferred Skills:Ability to integrate systems and processes cross-functionally. Experience in a forward-thinking role/industry with a focus on anticipating change.

Why Emplify?

• Tailored Benefits Package: We offer a comprehensive benefits package that varies based on your location. To learn more about the specific benefits available in your area, please inquire with the recruiter during the application process.

• Remote Work Opportunity: This position is eligible for hybrid work. However, candidates must be residents of Wisconsin (WI), Iowa (IA), Minnesota (MN), or Michigan (MI) at the time of hire. Candidates will ideally live within a reasonable driving distance to La Crosse or Green Bay, WI.

If you need assistance with any portion of the application or have questions about the position, please contact HR-Recruitment@gundersenhealth.org or call 608-775-0267.

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Equal Opportunity Employer