Director, Workforce Strategy & M&A Analytics

Jefferson Health; Philadelphia (Philadelphia County); On-site; USD 110,000 - 160,000; Full time

Benefits offered by this job

Tuition assistance

Medical insurance

Job summary

Jefferson Health in Philadelphia seeks a strategic HR leader to develop workforce analytics, drive organizational design, and lead HR communications across mergers and divestitures. This role partners with senior leaders, Finance, Legal, and Operations to align workforce strategy with enterprise growth and operational excellence.

The position supports enterprise shared services and requires the ability to operate at strategic, operational, and advisory levels within a complex matrix organization.

Qualifications

• Bachelor’s Degree in HR, Business Administration, Organizational Development, or a related field.
• 5 years in an HR generalist, business partner, workforce planning, or organizational effectiveness role in a large, complex, matrixed organization.
• Demonstrated experience leading HR workstreams in mergers, acquisitions, or divestitures, including due diligence, integration, and separation planning.
• Proven track record in organizational design, including spans and layers analysis, restructuring, and change management.
• Experience developing and executing HR communications.
• Strong strategic thinking and business acumen; ability to translate enterprise priorities into workforce and organizational strategies.
• Advanced analytical skills; proficiency with workforce data, people analytics tools, and executive-level reporting (Excel, Power BI, Workday, Visier, or equivalent).
• Exceptional written and verbal communication skills; demonstrated ability to develop polished, audience-appropriate HR communications and executive presentations.
• Deep knowledge of employment law, WARN Act, ERISA, FMLA, ADA, and multi-state compliance obligations relevant to M&A and workforce change.
• High degree of discretion, judgment, and professional integrity in handling confidential information.
• Collaborative leadership style with the ability to influence without authority across complex stakeholder environments.
• Project management discipline; ability to manage multiple concurrent workstreams with competing deadlines and high executive visibility.
• Comfort operating in ambiguity, adapting to rapid change, and leading through organizational transitions.

Responsibilities

• Assist in the build and maintenance of workforce analytics dashboards tracking headcount, attrition, span of control, internal mobility, time-to-fill, and labor cost trends.
• Partner with Finance to align workforce plans with the annual operating budget and multi-year strategic plan.
• Leverage HRIS, workforce management, and people analytics platforms to drive data-informed decisions.
• Serve as the enterprise HR lead for all merger, acquisition, affiliation, and divestiture transactions — from initial due diligence through integration or separation completion.
• Lead HR due diligence workstreams, assessing target organization headcount, compensation structures, benefit liabilities, employment agreements, restrictive covenants, open litigation, and cultural considerations.
• Develop and execute HR integration or separation plans, including workforce mapping, role harmonization, reporting structure design, and transition timelines.
• Conduct post-close integration reviews to assess workforce stabilization, retention risk, and cultural integration progress.
• Maintain an M&A HR playbook and divestiture readiness toolkit; refine based on needs of organization.
• Partner with key stakeholders on organizational design engagements across the enterprise, partnering with business leaders and HRBPs to evaluate and redesign structures.
• Develop organization charts, transition-state designs, and future-state blueprints to guide restructuring initiatives.
• Support workforce reductions, role eliminations, and restructuring events — including severance modeling, WARN Act compliance, and selection process governance.
• Partner with Total Rewards on job architecture, job leveling, and titling conventions to ensure structural consistency across the enterprise.
• Draft, edit, and refine communications for a range of audiences — from frontline employees to the Board of Directors.
• Assist in development of communication plans and cadences for major HR initiatives.
• Collaborate with Communications. Maintain an HR communications library and ensure all people-facing content is current, accessible, and compliant.

Skills

Analytical skills

Strategic thinking

Communication skills

Leadership

Project management

Cross-functional collaboration

Education

Bachelor’s Degree in HR/Business/Organizational Development

Master’s Degree preferred

SPHR Certification

Tools

Excel

Power BI

Workday

Visier

HRIS

Job description

Jefferson Health in Philadelphia seeks a strategic HR leader to develop workforce analytics, drive organizational design, and lead HR communications across mergers and divestitures. This role partners with senior leaders, Finance, Legal, and Operations to align workforce strategy with enterprise growth and operational excellence.

The position supports enterprise shared services and requires the ability to operate at strategic, operational, and advisory levels within a complex matrix organization.