Lead and manage workforce development initiatives to identify and close gaps in Essentia Health’s physician, advanced practice, clinical, and non-clinical workforce.
Compensation
$103,875.20 - $155,812.80
Responsibilities
Contribute to a three- to five-year strategic workforce plan, including forecasting, scenario planning, environmental scans, and gap analysis.
Partner with Operations, Nursing, Finance, Internal Mobility, and HR Business Partners to understand workforce requirements related to headcount, budget, and skills.
Design, implement, and evaluate workforce development programs, including career pathways, earn-while-you-learn apprenticeships, internships, educational partnerships, and internal advancement programs.
Develop and manage partnerships with pre-med programs, medical schools, residency and fellowship programs, and nurse practitioner and physician assistant programs that create pathways into Essentia Health.
Build and maintain relationships with schools, colleges, workforce boards, government agencies, and community organizations.
Requirements
Bachelor’s degree in Human Resources, Business, Healthcare, or a related field
Nice to have: experience with workforce data, assessments, models, and trends
Nice to have: understanding of current practices in workforce development and talent pipeline development
Nice to have: experience designing programs and building consensus
Nice to have: experience with physician or advanced practice provider recruitment
Certain states require us to disclose the pay range and benefits summary for job openings. For Denver residents, the compensation range for this position: $157,400 - $214,400. For Southern California and New York residents, the compensation range for this position: $173,100 - $235,800, For Northern California residents, the compensation range for this position: $161,800 - $246,510. Compensation may vary based on skills, role, and location. Eligible employees at certain levels can participate in a discretionary long-term financial incentive plan, subject to plan participation rules.
Responsibilities
Lead the Resource Management function and team, establishing clear expectations, operating rhythms, accountability, and development for Resource Managers while continuously improving the effectiveness of the function.
Own workforce capacity and deployment across the business, ensuring available professionals are effectively matched to client and business needs based on skills, experience, development objectives, availability, geography, and engagement economics.
Lead proactive, forward-looking capacity and demand planning, identifying projected shortages, excess capacity, skill gaps, and other workforce risks early enough for business leaders to take corrective action.
Actively identify and resolve resource imbalances, including unassigned or underutilized capacity, staffing conflicts, delayed client work, overextended teams, and resources being unnecessarily held for future engagements.
Partner with senior business and engagement leaders to optimize workforce decisions, constructively challenging staffing requests, timing assumptions, skill requirements, and resource allocations when necessary to achieve the best outcome for the broader business.
Requirements
Bachelor's degree in business, finance, accounting, human resources, or a related field, or equivalent professional experience.
Nice to have: experience with Workday, Dayshape, or comparable enterprise workforce management, scheduling, and planning tools
Nice to have: experience within accounting, consulting, or another project-based professional services organization