Director Workforce Development

Position Summary: The Director of Workforce Development is a strategic leader responsible for building and executing an integrated strategy to enhance organizational effectiveness and workforce capability through practices to attract and develop top talent. This role oversees the talent development lifecycle to include employer branding and recruitment, learning, leadership development, and career growth. The Director partners with executives, HR colleagues, and business leaders to ensure the organization has a strong talent pipeline and team members in the right roles with the capabilities needed to achieve its strategic goals.

Key Responsibilities: The duties and responsibilities described below are essential to successful performance of this role; other tasks may be assigned.

• Lead and develop a high-performing talent acquisition and development team.
• Serve as a trusted advisor on talent, workforce planning, and organizational capability building.
• Develop and lead the organization’s talent acquisition strategy to attract high-quality candidates and deliver an exception candidate experience.
• Oversee employer branding, recruiting marketing and advertising, as well as partnerships with universities, associations, and other talent pipelines.
• Track and analyze hiring metrics and continuously improve processes.
• Design and implement employee development programs that build critical skills and support career growth.
• Deploy leadership development initiatives and high-potential programs, to include a robust mentorship program to support leaders throughout the organization.
• Oversee learning systems and training design/delivery to ensure employees are prepared for current and future needs.
• Partner with HR Business Partners and leaders to build individualized development plans and coaching frameworks.
• Ensure seamless connection between recruiting, orientation, performance, and development processes.
• Collaborate with HR business partners and leaders to identify skill gaps and align development with business strategy.
• Build talent pipelines for critical roles, balancing external hiring with internal mobility.
• Create career pathing and advancement frameworks that motivate and retain top performers.
  
  

Supervisory Responsibilities

• Reports to Chief Human Resources Officer
• Supervises all Workforce Development department team members
• General responsibilities include hiring, training, scheduling, evaluating, engaging, motivating, coaching, managing, disciplining, and discharging team members.
  
  

Qualifications

• Education - Master’s degree in Human Resources, Business, Organizational Development, or related field is required. (Doctorate degree in Organizational Development, Behavior, Leadership, Change, or related is strongly preferred)
• Experience - Requires 7 years of experience in healthcare Talent Acquisition and Talent Development, including at least 4 years in a leadership role. Experience should demonstrate ability to design and effectively execute talent initiatives that drive measurable business impact and ability to leverage data and HR technology to drive decisions. (Registered Nurse or Nurse Educator experience strongly preferred.)
  
  

Required Competencies: A high level of proficiency in the competencies listed below is required to successfully meet the expectations of this position.

• Customer Focus - Building strong customer relationships and delivering customer-centric solutions.
• Ensures Accountability - Holding self and others accountable to meet commitments.
• Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Nimble Learning - Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder.
• Values Differences - Recognizing the value that different perspectives and cultures bring to an organization.
• Strategic Mindset - Seeing ahead to future possibilities and translating them into breakthrough strategies.
• Optimizes Work Processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.
• Resourcefulness - Securing and deploying resources effectively and efficiently.
• Develops Talent - Developing people to meet both their career goals and the organization’s goals.
• Drives Engagement - Creating a climate where people are motivated to do their best to help the organization achieve its objectives.