Director of Workforce Planning

Summary:

The Workforce Planning Director is responsible for planning, coordinating, and managing projects to improve system productivity and understanding of labor management through plan development, industry research, expert interviews, benchmarking, operational feasibility analysis, financial pro-formas, presentation development, and implementation assistance. By serving as a key consultant to the Health System Executive Leadership Team, the Director will collaborate with business leaders to identify and implement optimal organizational structures to achieve institutional business objectives and leverage talent. 

The position maintains a high degree of initiative and experience in financial analysis, operational efficiencies and cost containment, human resource management, process improvement/lean expertise, and strategic planning.

Responsibilities:

• Manages and delivers workforce productivity consultive services to executive leadership and other levels of management throughout the enterprise.

• Recommends policies and systems that support workforce productivity to executive leadership.

• Manages a virtual workforce productivity leadership structure and integrating position control, productivity reporting, department-level benchmarking, FTE budgeting, and ongoing progress assessment mechanisms.

• Manages overall labor productivity program, ensures consistent and appropriate systemwide units of measurement and integration using external benchmarking tools.

• Assists the organization in achieving greater flexibility and attaining competitive advantages by leveraging its human capital. Provides financial and operational insight and guidance to enhance performance and process efficiency.

• Recommends and Implements strategies that improve profitability and lead to labor productivity improvements.

• Conducts needs analysis and resource allocation studies to determine most effective use of human capital resources. Makes recommendations to executives based on research. 

• Applies analytics models and projections on organizational staffing to enhance forecasting accuracy and improve workforce decision making.

• Evaluates the organization as a whole and collaborates with leadership to develop solutions and programs and implement initiatives that align with organizational goals such as workforce planning, job reclassifications, succession planning and staff reassignments. Consults on organizational restructuring and/or reductions in the labor force as needed.

• Manages the productivity system utilized by all facilities and other internal and comparative databases to assist management in monitoring operational and financial performance and evaluate opportunities for improvement.

• Guides efforts to automate data collection and analysis, create visualizations, and develop new analytic tools. 

• Compiles, interprets, and utilizes data metrics to improve and optimize business performance and functional effectiveness.

• Identifies and creates dashboards, reports, forecasting, and trend analysis in support of ongoing teams and projects.

• Analyzes workforce metrics to optimize human resource capacity planning and maximize labor utilization rates. 

• Oversees quantitative analysis and the creation of predictive models to enhance forecasting accuracy and improve workforce decision-making.

• Develops and delivers training for all levels of leadership and related finance and budgeting staff on labor management principles and practices.

• Adheres to internal controls and reporting structure.

• Performs related duties as required.
  

Minimum Qualifications:

• Bachelor's Degree in a related field plus seven (7) years of labor productivity management experience.

Preferred Qualifications: 

• Master's Degree in a related field.
• Large-scale process improvement facilitation.
• Experience as an educator/trainer.

• Experience in a coaching role.

   

Knowledge, Skills & Abilities:

• Adapts effectively to a complex and matrixed environment.
• Ability to combine assertive initiative with professional discipline and demeanor to accomplish difficult tasks through other people – demonstrated ability to lead without direct control.
• Excellent interpersonal and professional communications skills, both verbal and written.
• Organizational agility and exceptional influencing skills.
• Ability to effectively interact with all levels of individuals within the work environment.
• Strong analytical skills to use metrics and data to drive decision-making. Strong business acumen with the ability to understand the complexities of an academic medical center.
• Ability to comprehend business unit goals and objectives, organizational structure, policies, procedures, and practices.
• Exhibit knowledge and familiarity with laws, regulations, and policies related to employment, labor relations, and human resources UT System rules and regulations; and UTMB policies and procedures.
• Demonstrated ability to exercise a high level of confidentiality and work with sensitive information.