Executive Director, Workforce Engineering and Transformation

University of California, San Francisco; California; Presencial; USD 300.000 - 460.000; Jornada completa

Descripción de la vacante

UCSF Health seeks an Executive Director, Workforce Engineering and Transformation to lead enterprise capability translating People Strategy into future workforce requirements and executable transformation priorities. You will align with CHRO, HR leadership, finance, IT, and strategy offices to determine work needs, talent mix, and technology requirements for prioritized transformations.

You will oversee governance, portfolio processes, and operating models, ensuring readiness, adoption, and

Formación

• Bachelor's degree or equivalent in business, HR, or related field.
• 15+ years of progressive experience across workforce strategy and related domains.
• 7+ years leading complex, cross-functional enterprise initiatives in a large matrixed organization.
• Experience translating business strategy into workforce implications and actionable priorities.
• Strong understanding of strategic workforce planning, AI in work redesign, and skills-based practices.
• Experience building enterprise capabilities, governance, and operating models.

Responsabilidades

• Lead enterprise capability translating People Strategy into workforce requirements and transformation portfolios.
• Collaborate with CHRO and HR leadership to prioritize workforce work and measure outcomes.
• Build governance, methods, and leadership capability for strategy-to-implementation and benefits realization.
• Provide leadership to Directors and People Strategy function, creating a closed-loop system from strategy to execution.

Conocimientos

Strategic workforce planning

Executive leadership influence

Change management

People analytics enablement

Portfolio management

Ambiguity handling

Educación

Bachelor's degree in Business, HR, or related field

15+ years of progressive experience

7+ years leading complex enterprise initiatives

Descripción del empleo

Job Description

The Executive Director, Workforce Engineering and Transformation leads the enterprise capability for translating organizational and People Strategy priorities into future workforce requirements, integrated transformation project portfolios, and measurable workforce outcomes. The role brings together workforce strategy and engineering, strategic workforce planning, HR portfolio and program management, change and transition management, people analytics enablement, and People Strategy execution into a coordinated operating model.

For the CHRO and Senior Vice President of HR, the Executive Director works with the HR Leadership Team, operational and clinical leaders, Finance, IT, Data & Insights, the Strategy and Transformation Office, Office of the CEO, and other enterprise partners to determine what work the organization will need, how work and roles should evolve, what mix of talent and technology is required, and how complex workforce transformations should be prioritized and executed. The role is accountable for building the governance, methods, leadership capability, and decision disciplines required to move from strategy through implementation, adoption, and benefits realization.

The Executive Director leads the Director, Workforce Strategy & Engineering, and the Director, HR Strategy Realization, and provides leadership to the People Strategy function. Together, these capabilities create a closed-loop system connecting strategy, workforce design, analytics, execution, change adoption, measurement, and continuous improvement.

Department Description

The Workforce Strategy and Engineering within Human Resources leads UCSF/UCSF Health's enterprise approach to workforce strategy and transformation, translating organizational and People Strategy priorities into future workforce requirements, workforce designs, and executable transformation priorities. The team drives strategic workforce planning and the portfolio of major People Strategy initiatives. It provides the governance, program and change leadership, analytics enablement, and execution discipline needed to move priorities from strategy through implementation, adoption, and measurable workforce and organizational outcomes.

Qualifications

Minimum Requirements

• Bachelor's degree in Business, Human Resources, Organizational Development, Industrial/Organizational Psychology, Healthcare Administration, Information Systems, Analytics, Public Health, or a related field
• 15+ years of progressive experience across workforce strategy, HR strategy, strategic workforce planning, organization/work design, workforce transformation, portfolio/program leadership, management consulting, or related disciplines
• 7+ years leading complex, cross-functional enterprise initiatives, portfolios, or transformation programs in a large, matrixed organization
• Demonstrated experience translating business strategy into workforce implications and actionable transformation priorities, including difficult tradeoffs involving capacity, skills, cost, technology, and organizational design
• Strong understanding of strategic workforce planning, role and task redesign, AI automation and augmentation, skills-based workforce practices, total workforce models, and emerging ways of working
• Experience building or maturing enterprise capabilities, governance models, portfolio processes, or operating models rather than only managing individual projects
• Demonstrated success advising and influencing senior executives, building alignment across functions, and driving outcomes without relying solely on formal authority
• Frames ambiguous issues, diagnoses root causes, challenges assumptions constructively, facilitates difficult tradeoffs, and provides clear recommendations to senior leaders
• Anticipates the human, organizational, and labor implications of transformation and ensures implementation addresses readiness, adoption, reskilling, redeployment, role change, and manager capability
• Ability to connect business strategy, People Strategy, workforce capacity, organization design, technology, financial constraints, and talent implications into an integrated enterprise view
• Ability to operate effectively in ambiguity, balances rigor with speed, learns emerging technologies and

Preferred Qualifications

• Master's degree in Business Administration, Human Resources, Industrial/Organizational Psychology, Organizational Development, Healthcare Administration, Analytics, or a related discipline
• PMP, PgMP, PfMP, or comparable project or portfolio management credential
• Prosci, Lean, Six Sigma, or comparable transformation/change credential
• Experience in a large academic healthcare system, health system, public-sector organization, or similarly complex and highly regulated environment
• Experience with strategic workforce planning, AI-enabled work redesign, workforce analytics, job/role architecture, strategic position control, or skills-based workforce practices
• Experience leading workforce transformation in a highly unionized or multi-bargaining-unit environment, including partnership with Labor Relations on workforce change