Director, Workforce Strategy, Planning & Growth

Summary

The Workforce Strategy & Planning Director plays a critical role in aligning organizational labor strategies with business objectives through strategic, data-driven workforce analysis and forecasting. This position is responsible for developing and executing comprehensive workforce strategies to ensure optimal staffing levels, drive operational efficiency, manage labor costs effectively and align labor resources to business needs. Collaborating with leaders across Human Resources (HR), Talent Acquisition (TA), Finance, Data Analytics and Operations, the Workforce Planning Director delivers actionable solutions to address current and future workforce needs. This role requires a strong foundation in analytics, strategic planning, scheduling and workforce management systems that enable the organization to achieve established goals.

Essential Job Functions

To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below.

• Develop and implement workforce strategies to meet organizational goals (reduced turnover, quality improvement, expense management, reduced vacancies and other key performance indicators (KPIs), ensuring optimal staffing and resource allocation.
• Align resources and actions that focus on quality of care and prioritize criticality of role
• Eradicate barriers to serve more people in our mission to ensure everyone lives well
• Reduce time to fill roles by improving accuracy of open positions, maintaining close synergy with TA
• Leverage advanced analytics tools to analyze workforce trends, headcount forecasts, and labor costs
• Forge strong partnership with various functions to develop creative solutions that maximize investment in labor resources, aligning workforce strategies with financial targets while operating within budget
• Partner with COO and other stakeholders to develop contingency plans for talent needs.
• Identify and implement process improvements in workforce scheduling, resource allocation, and labor forecasting.
• Recommend ideal mix of full time, part time and relief staffing that balance required supervisor levels and payroll spend.
• Distill complex datasets and reports into simple, actionable steps for front line leadership; present data in a compelling manner to inspires action
• Utilize workforce management tools and HRIS/ATS systems to streamline planning and reporting processes.
• Improve employee adoption of automated scheduling platforms that meet the needs of our evolving workforce
• Collaborate with Data Analytics team to create dashboards and reporting frameworks that present insights on workforce metrics - including utilization, turnover, and capacity trends to senior leadership.
• Ensure workforce plans comply with labor laws, state and federal regulations, collective bargaining agreements, organizational policies, and risk mitigation strategies.
• Live our brand values; lead and engage in a manner that amplifies our mission and culture journey.
• Performs other related duties and activities as required.
  
  

Supervisory Responsibilities

• None
  
  

Minimum Knowledge And Skills Required For The Job

The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job.

Education And Experience

• Bachelor’s degree in Human Resources, Finance, Business Administration/Management, or a related field. Significant work experience in Workforce Planning roles may substitute for degree if meeting preferred qualifications
• At least 3 years of managerial or leadership experience with demonstrated ability to lead and manage teams (may be as a member of leadership team with indirect reports where individual leverages influence skills)
• 3 years of experience in workforce planning role
• Strong proficiency in data visualization tools (e.g., Tableau, Power BI) and above average aptitude in Microsoft Excel
• Expertise in workforce management/HRIS systems (e.g., Kronos, Dayforce) and financial modeling tools
• Demonstrated interpersonal skills, facilitating collaboration across HR, TA, Finance, and Operational teams
• Ability to work independently in ambiguous situations
• Strong change management and cultural transformation experience.
• Excellent written and verbal communication and interact with all levels of leadership. Daily interaction with senior leaders including frequent interaction with C-Suite.
• Experience with large scale, multi-state, distributed non-exempt workforce
• Understanding of wage & hour labor laws
  
  

Preferred Qualifications And Experience

• Master’s degree in Human Resources, Workforce Management, or Finance.
• 5 years of experience in workforce planning role
• Previous people leadership roles at Director level (examples: Workforce Management Director or Director of Workforce Strategy and Planning).
• HR, TA, Data Analytics, and/or financial planning experience strongly preferred, particularly those who’ve led multiple functional areas
• Track record of reducing overtime expenses while maintaining compliance
• Experience with unionized workforce and operations within the state of California
• Experience in managing workforce initiatives within human services, healthcare, or community services
• Proven ability to navigate complex organizational structures and lead cross-functional projects.
  
  

Other Requirements

• Frequent domestic travel (minimum 25% of work schedule)
  
  

Physical Requirements

• Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
  
  

Sevita is a leading provider of home and community-based specialized health care. We believe that everyone deserves to live a full, more independent life. We provide people with quality services and individualized supports that lead to growth and independence, regardless of the physical, intellectual, or behavioral challenges they face. We’ve made this our mission for more than 50 years. With Corporate operations located in the Boston Seaport, Lawrence, Massachusetts and Edina, Minnesota, today, our 40,000 team members continue to innovate and enhance care for the 50,000 individuals we serve.

As an equal opportunity employer, we do not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, citizenship, or any other characteristic protected by law.