Overview:
The Director of Clinical Workforce Strategy serves as the strategic HR partner to clinical operations, focused on advancing a sustainable, engaged, and high-performing clinical workforce. This leader collaborates with HR Centers of Excellence (COEs), clinical leadership, and operational partners to design and implement workforce strategies that support recruitment, retention, development, and workforce optimization across clinical functions.
This role bridges clinical operations and Human Resources by translating clinical workforce needs into actionable HR solutions. The Director plays a critical role in strengthening workforce planning, improving clinical talent pipelines, and enhancing the overall employee experience for nurses, providers, and allied health professionals. The Director models organizational values and supports high reliability and safety standards to ensure a remarkable patient experience through workforce excellence.
Responsibilities:
Clinical Workforce Strategy & Planning
* Lead development and execution of clinical workforce strategies aligned with system priorities.
* Partner with clinical leaders and Talent Acquisition teams to assess workforce demand, capacity, skill mix, and succession risks.
* Use workforce analytics to identify trends in turnover, vacancy, premium labor, and engagement, translating insights into action plans.
Centralize Hiring Oversight
* Support system wide centralized hiring efforts.
* Establish and maintain appropriate training and hiring practices with an emphasis on clinical acumen and readiness.
* Use knowledge of hiring practices to ensure equitable hiring practices across clinical scope.
* Train and educate leaders on best practices related to clinical candidate hiring, onboarding and orientation.
Operational HR Partnership
* Serve as primary HR strategy partner to assigned clinical divisions.
* Support retention efforts though operational partnership, listening efforts, engagement activity advising and guidance.
* Ensure HR policies and programs reflect the realities of clinical operations and care delivery models.
* Facilitate alignment between clinical operations and HR COEs (Total Rewards, Talent Management, Employee Relations, etc.).
* Guide leaders through workforce change initiatives including restructuring, new care models, or service expansions.
Team Leadership & Capability Building
* Lead, mentor, and develop a team of centralized hiring managers.
* Build clinical acumen and acute care knowledge within the nursing recruitment team.
* Establish clear goals, performance metrics, and accountability for nursing hiring outcomes.
* Foster a culture of collaboration, innovation, and continuous improvement.
Growth, Expansion & M&A Workforce Integration
* Partner with Strategy, Finance, and Clinical Operations leaders to support workforce planning for growth initiatives, new service lines, and market expansions.
* Conduct clinical workforce due diligence for mergers, acquisitions, joint ventures, and partnerships, including assessment of staffing models, leadership capability, compensation structures, and retention risk.
* Develop and execute workforce integration plans for acquired or newly formed entities, ensuring alignment with organizational culture, clinical standards, and HR practices.
* Identify talent risks and opportunities during transaction planning and recommend mitigation strategies to ensure workforce stability and continuity of patient care.
* Support change management efforts related to growth and integration activities, with a focus on clinician engagement, communication, and retention.
* Monitor post-transaction workforce performance metrics to ensure successful integration and achievement of workforce-related synergy targets.
Market Intelligence, Partnerships & Innovation
* Stay current on nursing workforce trends, acute care staffing challenges, licensure changes, and specialty certification requirements.
* Build and maintain partnerships with nursing schools, professional organizations, and external talent pipelines.
* Explore and implement innovative recruitment strategies such as referral programs, return-to-practice initiatives, internal mobility, and alternative staffing models.
Qualifications:
Education:
* 4 Year / Bachelor of Science in Nursing (BSN) degree, required.
* Graduate degree, preferred. Master of Science in Nursing (MSN) degree, strongly preferred.
Licensure/Certification:
* Current RN licensure in NC and SC, required.
* Board Certified in nursing leadership, required.
Experience:
* Minimum five years of nursing experience in acute care, with at least five years of progressive leadership or people management roles, required.
* Minimum five years of experience in Human Resources or related field, preferred.
Additional Skills/Requirements:
* Strong understanding of clinical operations, staffing models, and healthcare workforce challenges.
* Clinical credibility and executive-level influencing skills.
* Ability to interpret workforce data from disparate systems and translate into cohesive strategy recommendations.
* Strong communication and ability to influence without direct authority.
* Ability to lead in high-demand, resource-constrained environments.
* Commitment to clinical excellence and patient care quality.
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