WORKFORCE STRATEGIC LEAD

State of New Hampshire Job Posting

Office of the Governor

GO-NORTH Division

107 North Main Street

Concord, NH 03301

WORKFORCE STRATEGIC LEAD

Nonclassified Position # NONCEX4009

Annual Salary: up to $124,000

(In-person preferred; statewide travel required)

• See total compensation information at the bottom of announcement.
  

GO-NORTH is hiring a full-time Workforce Strategic Lead to drive New Hampshire’s health care workforce priorities within the Rural Health Transformation Plan (RHTP)—turning strategy into day-to-day execution across partners statewide. You’ll lead work spanning recruitment and retention, clinical training pipelines (apprenticeships, rotations, preceptorships), standardized onboarding, rural workforce incentives, and cross-sector workforce planning, in close collaboration with other GO-NORTH initiative leads, DHHS and Medicaid, education partners, and employers across New Hampshire.

The ideal candidate brings deep workforce development experience (health care experience preferred; New Hampshire experience strongly preferred), strong partnership instincts, and a systems-thinking approach to building a durable, measurable workforce approach that strengthens rural access, quality, and financial sustainability across the state.

Preferred: experience leading statewide workforce initiatives; familiarity with health care delivery operations (FQHCs, hospitals, CMHCs, EMS/MIH, long-term care); experience with credentialing/onboarding, clinical education operations, or apprenticeship models, state licensing and Dept of Labor requirements.

What you’ll do:

• Lead statewide RHTP workforce strategy and execution
• Serve as GO-NORTH’s lead for development and implementation of a multi-year statewide workforce strategy aligned to RHTP priorities (primary care, behavioral health, EMS/MIH, hospital-based care, and care management) and in consideration of the Statewide Combined Annual Plan as required by The Work Force Innovation and Opportunity Act (WIOA)
• Translate strategy into funded workplans, partner deliverables, timelines, and measurable targets across regions and sectors.
• Identify priority roles and workforce gaps (short- and long-term) and align investments to the highest-impact constraints on rural access and outcomes.
• Serve as the GO-NORTH’s point of contact to the New Hampshire workforce system and ensure alignment with the New Hampshire Workforce system. Which include at a minimum the Bureau of Economic Affairs, Employment Security, Community based organizations, and workforce directors from both the Community College System of New Hampshire and University System of New Hampshire and other schools as relevant.
• Build and scale clinical training pipelines (apprenticeship, rotation, preceptorship)
• Partner with educational institutions, training providers, and employers to expand and streamline pipelines into priority roles (e.g., MAs, LPN/RN, CHWs, peers, paramedics/MIH, care coordinators, lab/imaging, respiratory, behavioral health clinicians, and other critical roles).
• Develop scalable approaches for clinical placements and precepting capacity, including regionally coordinated placement models where appropriate.
• Support partners to develop “earn-and-learn” pathways and wraparound supports that improve completion, placement, and retention—especially in rural communities.
• Establish and implement standardized onboarding and compliance requirements
• In collaboration with GO-NORTH and partners statewide, create and maintain a standard set of required onboarding and compliance steps (e.g., background checks, immunizations, screenings, licensure prerequisites) for clinical education and employment placements. Develop an awareness of potential barriers to achieving workforce goals from state agencies such as licensing, labor and employment agencies
• Drive adoption across participating organizations to reduce delays and administrative burden and improve placement throughput.
• Coordinate with GO-NORTH leadership to link eligibility for RHTP-funded workforce recruitment/retention activities to adoption of these standards (as applicable in contracts, MOUs, subawards, and procurements).
• Advance rural recruitment and retention strategies
• Lead a portfolio of evidence-based recruitment and retention approaches (e.g., rural incentives, preceptor supports, mentorship, career ladders, supervision supports, housing/transportation barriers, workload and team-based care redesign, “stay interviews,” and onboarding-to-retention improvements). Be aware and work in partnerships with other entities to learn from and leverage the work to ensure sustainability, rather than create another when some exist.
• Align strategies with Medicaid levers and other state/federal programs where feasible (e.g., training, supervision, telehealth enablement, and reimbursement-related supports tied to workforce stability).
• Support employer partners in implementing practical retention improvements that measurably reduce vacancy rates and turnover.
• Coordinate partnerships, governance, and technical assistance
• Convene and manage cross-sector workforce partners (education, employers, professional associations, state agencies, regional leaders) to align around shared priorities, standards, and execution.
• Provide virtual/on-site technical assistance to help partners implement best practices, remove barriers, and meet deliverables.
• Represent GO-NORTH at workforce-related stakeholder meetings and convenings, as directed.
• Other duties as assigned by the Director of Transformation.
  

YOUR EXPERIENCE COUNTS: Each additional year of approved formal education may be substituted for one year of required work experience and/or each additional year of approved work experience may be substituted for one year of required formal education.

Reports Directly to: The Director of Transformation

Reports Indirectly to : The Deputy Director and the Go-North Director.

Location: New Hampshire (in-person preferred; statewide travel required).

For further information please contact Whitney Hammond, Director of Transformation at Whitney.C.Hammond@dhhs.nh.gov.

• TOTAL COMPENSATION INFORMATION
  

The State of NH total compensation package features an outstanding set of employee benefits, including:

HMO or POS Medical and Prescription Drug Benefits:

The actual value of State-paid health benefits and the amount of employee health benefit contributions may vary depending on the type of plan selected and the bargaining unit with which a position is associated.

See this link for details on State-paid health benefits:

https://www.das.nh.gov/hr/benefits.aspx

Value of State's share of Employee's Retirement: 12.87% of pay

Other Benefits:

• Dental Plan at minimal cost for employees and their families ($500-$1800 value)
• Flexible Spending healthcare and childcare reimbursement accounts
• State defined benefit retirement plan and Deferred Compensation 457(b) plan
• Work/life balance flexible schedules, paid holidays and generous leave plan
• $50,000 state-paid life insurance plus additional low-cost group life insurance
• Incentive-based Wellness Program (ability to earn up to $500)
  

Total Compensation Statement Worksheet:

https://www.das.nh.gov/jobsearch/compensation-calculator.aspx

Want the specifics? Explore the Benefits of State Employment on our website:

https://www.das.nh.gov/hr/documents/BenefitBrochure.pdf

https://www.das.nh.gov/hr/index.aspx

EOE

TDD Access: Relay NH 1-800-735-2964