Director Workforce Optimization

Position Status:

Full time

Shift:

First Shift (Days - Less than 12 hours per shift) (United States of America)

Hours Per Week:

40

Job Information
Exemption Status: Exempt

A Brief Overview
The Director of Workforce Optimization (WO) is a strategic leader responsible for providing tactically aligned (non-clinical) professional development opportunities to leaders, providers and staff of Stormont Vail Health (SVH). The director assists leaders, teams and individuals to function at the top of their capabilities through a variety of consulting engagements.

Education Qualifications

• Bachelor's Degree Organizational Development, Human Resources, Industrial/Organizational Psychology, Business Administration, or a related field. Required
• Master's Degree Organizational Development, Human Resources, Industrial/Organizational Psychology, Business Administration, or a related field. Preferred

Experience Qualifications

• 5 years Progressive responsibility and experience in a human resource department. Required
• 3 years Experience in a leadership role within a human resources department. Required
• 3 years Experience in a role requiring advanced internal consulting skills. Required
• 3 years Experience developing and implementing Organizational Development strategies. Required
• Experience in a healthcare system with 2,500+ employees. Preferred

Skills And Abilities

• Demonstrated ability to build effective consulting relationships with all levels of leadership.
• Ability to provide practical solutions to dynamic situations.
• Exceptional skills in program design, facilitation, consultation, coaching, and collaboration.
• Ability to generate measurable outcomes for initiatives and provide data driven solutions.
• Exceptional communicational and presentational skills.

Licenses And Certifications

• Certification from an accredited body for Organizational Development, Human Resources, Talent Management, Leadership or Coaching. Preferred

What you will do

• Core Competency Development: • Identify core competencies for different job levels within SVH. • Integrate competencies into SVH training and performance management systems. • Address gaps and continually assess to determine future readiness.
• Leadership Pipeline Growth: • Develop internship programs that will attract future leaders to the organization. • Identify, engage and develop internal emerging leaders. • Lead the succession planning process to mitigate risk and ensure smooth transitions.
• Leadership Development: • Deliver a New Leader Orientation program to ensure new leaders understand SVH leadership expectations. • Deliver Leadership Academies to promote retention, foster strong relationships across departments, and build deep and comprehensive understanding of our business. • Identify and leverage executive coaching resources to maximize individual performance. • Identify and determine the organization’s utilization of leadership assessment tools.
• Staff Development: • Deliver a New Employee Orientation program that ensures new employees understand and are prepared to deliver on the SVH mission, vision, values and culture. • Provide learning opportunities and career pathways for team members who want to develop new skills and further their careers (e.g., “SVH-University”) • Utilize mentorship programs to build relationships and advance career development.
• Internal Consulting Services: • Build trust with SVH leaders by collaboratively diagnosing workforce related problems, developing agreed upon practical solutions, and leveraging resources to get positive results.
• Provide direction, coaching, and performance oversight to Workforce Optimization staff, ensuring alignment with department goals, professional growth, and program delivery excellence.
• Manage the department's operational budget, ensuring efficient use of resources, forecasting needs for program expansion, and preparing justifications for leadership review.
• Serve as a liaison between Workforce Optimization and other development stakeholders (e.g., Talent Acquisition, Employee Relations, HRIS and Clinical Education) to ensure alignment and integration of strategies across the employment lifecycle.
• Oversee the tracking and analysis of program metrics (e.g., participation, satisfaction, internal mobility), ensuring actionable insights are shared with Senior Leadership to inform strategic decisions.
• Work with Marketing and Communications to promote Workforce Optimization programs, highlight success stories, and increase visibility of development opportunities across all employee segments.

Travel Requirements

• 20% Visit with students and staff at locations, travel to and from client locations.

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
• Performs other duties as assigned

Patient Facing Options

• Position is Not Patient Facing

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

• Hybrid

Scope

• Has Supervisory Responsibility
• Has Budget Responsibility

Physical Demands

• Balancing: Rarely less than 1 hour
• Carrying: Occasionally 1-3 Hours
• Climbing (Ladders): Rarely less than 1 hour
• Climbing (Stairs): Rarely less than 1 hour
• Crawling: Rarely less than 1 hour
• Crouching: Rarely less than 1 hour
• Driving (Automatic): Occasionally 1-3 Hours
• Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
• Feeling: Occasionally 1-3 Hours
• Grasping (Fine Motor): Occasionally 1-3 Hours
• Grasping (Gross Hand): Occasionally 1-3 Hours
• Handling: Occasionally 1-3 Hours
• Hearing: Frequently 3-5 Hours
• Kneeling: Rarely less than 1 hour
• Lifting: Occasionally 1-3 Hours up to 25 lbs
• Operate Foot Controls: Rarely less than 1 hour
• Pulling: Occasionally 1-3 Hours up to 25 lbs
• Pushing: Occasionally 1-3 Hours up to 25 lbs
• Reaching (Forward): Occasionally 1-3 Hours
• Reaching (Overhead): Occasionally 1-3 Hours
• Repetitive Motions: Frequently 3-5 Hours
• Sitting: Frequently 3-5 Hours
• Standing: Frequently 3-5 Hours
• Stooping: Rarely less than 1 hour
• Talking: Continuously greater than 5 hours
• Walking: Occasionally 1-3 Hours

Working Conditions

• Dusts: Rarely less than 1 hour
• Electrical: Rarely less than 1 hour
• Mechanical: Rarely less than 1 hour
• Noise/Sounds: Occasionally 1-3 Hours

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.