The Director of Workforce provides strategic and operational leadership for an assigned area of workforce specialization, including Workforce Development, Recruitment, or Workforce Experience. The Director is responsible for translating organizational workforce and culture priorities into scalable programs, consistent operating practices, and measurable results.

This role leads teams, programs, partnerships, and operational strategies that strengthen the organization’s ability to develop, attract, engage, and retain a high-performing workforce. The Director partners with executive, operational, and Human Resources leaders to anticipate workforce needs, address barriers, improve the employee experience, and ensure workforce strategies support organizational growth, operational performance, and culture.

The Director may serve in a general or specialized capacity based on organizational needs and is accountable for the execution, performance, and continuous improvement of assigned workforce functions.

General

• Develop and execute workforce strategies aligned with organizational priorities, operational needs, culture, and long-term workforce objectives.
• Provide strategic and operational leadership for assigned workforce functions, programs, teams, budgets, partnerships, and resources.
• Partner with executive and operational leaders to identify workforce needs, risks, and opportunities and implement solutions that produce measurable results.
• Establish performance expectations, key performance indicators, and accountability measures for assigned workforce functions.
• Analyze workforce data, labor market trends, employee feedback, and operational performance to guide strategy and decision-making.
• Lead the implementation, standardization, and continuous improvement of workforce programs and processes across the organization.
• Develop high-performing teams through clear expectations, coaching, accountability, and a strong focus on execution.
• Oversee assigned budgets, grants, vendors, contracts, and partnerships to ensure effectiveness and return on investment.
• Provide senior leadership with workforce performance updates, emerging trends, risks, and strategic recommendations.
• Integrate organizational culture, mission, and values throughout workforce strategies, programs, and the employee lifecycle.
• Partner with leaders to strengthen employee engagement, accountability, communication, recognition, and connection.
• Identify cultural and operational barriers impacting attraction, development, engagement, or retention and lead strategies to address them.
• Use workforce data and employee feedback to drive improvements in culture, employee experience, and organizational effectiveness.
• Promote collaboration across Workforce Development, Recruitment, Workforce Experience, Human Resources, and operational leadership.
• Other duties as assigned.

Specialized Areas

Recruitment:

• Lead recruitment strategy and operations to support organizational growth, vacancy reduction, and current and projected hiring needs.
• Provide leadership for recruitment teams, sourcing, recruitment marketing, career events, candidate engagement, and employment branding.
• Develop proactive recruitment strategies for high-volume, difficult-to-fill, critical, professional, and leadership positions.
• Partner with operational leaders to forecast workforce demand and move beyond vacancy-driven recruitment to proactive talent planning.
• Establish recruitment performance standards and monitor vacancy rates, time-to-fill, hiring volume, offer acceptance, candidate conversion, recruiter productivity, and other key outcomes.
• Evaluate recruitment technology, sourcing platforms, marketing investments, agencies, and partnerships for effectiveness and return on investment.
• Partner across Workforce Development and Workforce Experience to ensure a connected journey from talent pipeline through hire and onboarding.’

Education

• Bachelor’s degree required in Human Resources, Business Administration, or a related field.
• Master’s degree in a related field preferred.
• Relevant professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent preferred.

Experience

• Minimum 5 years Progressive Experience in human resources, workforce development, talent acquisition, employee experience, or a related field.
• Healthcare experience strongly preferred.
• Experience working across multiple locations, markets, or business units preferred.

Requires Skills, Knowledge and Abilities

• Demonstrated ability to translate workforce strategy into operational plans, measurable outcomes, and sustainable results.
• Strong leadership capabilities with the ability to develop teams, establish accountability, manage performance, and lead organizational change.
• Strong knowledge of workforce trends and practices related to talent attraction, development, engagement, retention, employee experience, and organizational culture.
• Demonstrated ability to build effective partnerships with executive leaders, operational leaders, employees, educational institutions, community partners, and other stakeholders.
• Ability to develop innovative workforce solutions while ensuring programs and processes are scalable, operationally effective, and aligned with organizational priorities.