Workforce Planning / Labor and Human Capital Optimization Leader Job in Nashville, Tennessee US
Workforce Planning / Labor and Human Capital Optimization Leader
Workforce and Process Optimization Leader: Role Summary: 1. Provides senior level business consulting to regional, medical center and/or functional organization leadership. 2. Works with leadership to assess current and future workforce needs and to develop strategies on workforce planning to address workforce talent or resource gaps. 3. Recommends actionable plans identifying required clinical, technical and/or business skills to effectively leverage human resources capital. 4. Designs and develops complex analyses on the employee population such as demand, demographics profiles, turnover ratios, and recruitment and staffing trends. 5. Reviews the effects of technology on jobs and identifies training and development opportunities for current workforce. 6. Works with complex business and market place drivers that require the integration of diverse perspectives. 7. Leads strategic projects that have significant region-wide healthcare, medical center or department wide impact. Key Responsibilities: Engages senior leaders to anticipate and plan for future talent resource needs and requirements based on health care and local market trends and conditions. With expertise in strategy, integration, workforce planning, and communications, provides broad scale expert consultation, direction and guidance to executives and their senior leadership teams. Proactively assesses impact of key strategic initiatives and healthcare reform policies to identify near and long term implications to the general healthcare industry. Assists in defining strategy for competitive workforce strategic positioning. Develops actionable processes, analyses, timetables and work plans for organizational restructuring, redeployment or workforce planning initiatives. Effectively partner with key operational, Labor, functional and HR leadership to ensure adoption and integration. Manages team of professionals who develops and interprets workforce recruitment, retention and redeployment data. Reviews and publishes management reports and presents findings to senior leaders and sponsors. Tracks performance metrics related to workforce planning. Synthesizes and summarizes key findings; Contributes to the development of methodologies for supply/demand workforce forecast models, redeployment models and/or reorganization models. Conducts interviews and focus groups; reviews and interprets quantitative forecasts. Responds to strategic business and market conditions, trends, and workforce policy concerns. Provides mentoring and coaching for staff; manages performance. Develops and monitors the payroll and non-payroll budget, and manages department expenses. Partners and consults with a broad range of constituents, including regional, area and medical center leaders, managers, recruitment services and other human resource subject matter experts, finance, community benefits, labor partners and external academic, community and business experts. Develops strategies to assess, evaluate and address issues that impact different business operations and perspectives of the organization. Required Role Qualifications: 1. Adept in the analysis of present workforce competencies; an identification of competencies needed in the future; a comparison of the present workforce to future needs to identify competency gaps and surpluses; the preparation of plans for building the workforce needed in the future; and an evaluation process to assure that the workforce competency model remains valid and that objectives are being met. 2. Four or more years of management experience. Demonstrated ability to determine the key issues in a particular operational situation, involve the appropriate individuals, and develop appropriate plan of action from multi-disciplinary perspectives 3. Experience producing business cases and cost/benefit analysis, including financial modeling. Process improvement, Six Sigma, and operational process optimization experience. 4. Experience managing a forecasting or strategic planning team; designing complex analytical methodologies, management reports and interpreting and presenting quantitative data. 5. Healthcare, Consulting, Business, and/or Human Resources experience preferred. 6. Bachelor's degree in Business Administration, Human Resources, Economics, Operations Research, Public Health Administration, Healthcare Administration or equivalent. Masters in Business Administration, Psychology or Human Resources related fields preferred. 7. History of management consultation and managing collaborative efforts that include identifying key business issues and developing and evaluating appropriate and alternative action plans that incorporate multi-disciplinary perspectives. 8. Demonstrated ability to coach a team to sustain effective client relationships through influence and collaboration. 9. Strong interpersonal, written, presentation and facilitation skills. 10. Excellent team building, conflict resolution, group interaction, and interpersonal skills.