Strategic Workforce Planning & Organizational Design Director

Ann & Robert H. Lurie Children’s Hospital; Chicago (IL); On-site; USD 141,000 - 233,000; Full time

Benefits offered by this job

Medical, dental and vision insurance

403(b) with employer match

Paid Time Off (PTO) and Holidays

Tuition assistance

Job summary

Ann & Robert H. Lurie Children’s Hospital of Chicago seeks a Strategic Workforce Planning & Organizational Design Director to lead enterprise-wide SWP and organizational design capabilities.

You will design frameworks, governance, and tools to enable data-driven workforce decisions and partner with HR, Finance, Strategy, and operations to scale SWP across the organization. You will facilitate senior leadership workforce planning sessions, translate strategy into workforce actions, and guide OE

Qualifications

• Bachelor’s degree required; Master’s degree preferred (I/O Psychology, HR, Business, or related field).
• 8–12+ years of progressive experience in Organizational Effectiveness, Workforce Planning, or HR Strategy.
• Demonstrated experience building and implementing a strategic workforce planning capability in a complex environment.

Responsibilities

• Design and embed enterprise SWP and organizational design capability.
• Partner with HR, Finance and executives to scale workforce planning practices.
• Develop governance, playbooks, and dashboards to enable data-driven decisions.
• Translate business strategy into workforce implications and actions across functions.
• Lead enterprise OE initiatives like operating model design and organizational restructuring.

Skills

Strategic planning

Stakeholder facilitation

Data-driven decisions

Organizational design

Healthcare domain

Education

Bachelor's degree

Master's degree preferred (I/O Psychology, HR, Business)

Tools

People Analytics

Job description

Ann & Robert H. Lurie Children’s Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do.

Location

Olympia Center

Job Summary

The Strategic Workforce Planning & Organizational Design Director is a transformation leader responsible for designing, building, and embedding an enterprise-wide strategic workforce planning (SWP) and organizational design capability. This role will establish and manage the frameworks, tools, governance, and capabilities required to enable proactive, data-driven workforce decisions aligned to organizational strategy. This leader will partner closely with HR Business Partners (HRBPs), Finance, Strategy, and operational leaders to build and scale workforce planning practices across the organization. This role will also support broader Organizational Effectiveness (OE) initiatives focused on enterprise transformation, operating model design, and strategic talent interventions.

Essential Job Functions

• Build Strategic Workforce Planning Capability (Design & Architecture)
• Design and implement an enterprise SWP methodology tailored to a complex healthcare environment (e.g., scenario planning, demand/supply forecasting, skills-based planning).
• Define workforce segmentation strategies (e.g., critical roles, hard-to-fill roles, mission-critical capabilities).
• Establish planning horizons (e.g., 1-year operational, 3-year strategic, 5+ year scenario modeling).
• Align workforce planning with financial planning, budgeting cycles, and strategic planning processes.
• Implement Strategic Workforce Planning Lead implementations within clinical and non-clinical functions.
• Translate business strategy into workforce implications (headcount, skills, capabilities, structure).
• Facilitate workforce planning sessions with senior leaders.
• Refine tools and processes based on strategic plan and operational needs.
• Scale SWP practices across the enterprise with a phased implementation approach.
• Enable Data-Driven Decision Making
• Partner with People Analytics to define data requirements, dashboards, and reporting capabilities.
• Integrate internal and external labor market data into workforce planning insights.
• Develop actionable insights related to workforce gaps, risks, and opportunities.
• Ensure data governance and consistency in workforce metrics and definitions.
• Build Organizational Capability (HRBP & Leader Enablement)
• Design and deliver training to HRBPs and business leaders on SWP concepts, tools, and facilitation.
• Coach HRBPs to lead workforce planning discussions independently.
• Develop playbooks, guides, and knowledge resources to support ongoing execution.
• Establish a community of practice for strategic workforce planning.
• Establish Governance & Operating Model
• Define roles, responsibilities, and decision rights across HR, Finance, and business leaders.
• Embed SWP into existing operating rhythms (e.g., quarterly business reviews, annual planning).
• Create governance structures to ensure accountability and sustainability.
• Define success metrics and track adoption and impact.
• Lead enterprise OE initiatives such as:
• Operating model design
• Organizational design and restructuring
• Change management for strategic initiatives
• Leadership effectiveness interventions
• Serve as a senior advisor on workforce strategy and organizational transformation.
• Other job functions as assigned.

Knowledge, Skills and Abilities

• Bachelor’s degree required; Master’s degree preferred (I/O Psychology, HR, Business, or related field).
• 8–12+ years of progressive experience in Organizational Effectiveness, Workforce Planning, or HR Strategy.
• Demonstrated experience building and implementing a strategic workforce planning capability (not just executing within an existing model).
• Experience in complex, matrixed organizations required (healthcare strongly preferred).
• Strong facilitation and consulting skills with senior leaders required.
• Experience integrating workforce planning with financial and strategic planning processes required.
• Proven ability to translate data into actionable business insights required.
• Strong analytical experience required.
• Must possess excellent verbal, written and interpersonal communication skills in order to interact effectively with and establish rapport with all levels of management and staff employees.
• Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information.
• Strong customer service and relationship building skills.

Key Competencies

• Systems Thinking & Strategic Orientation – Sees connections across workforce, financial, and operational systems.
• Build vs. Operate Mindset – Designs scalable solutions rather than owning long-term execution.
• Consultative Influence – Effectively partners with senior leaders to shape decisions.
• Data Fluency – Interprets and applies workforce data to business problems.
• Capability Building – Develops others and creates sustainable organizational skills.
• Change Leadership – Drives adoption in a complex, evolving environment.

Education Pay Range

Pay Range $141,440.00-$233,376.00

Salary At Lurie Children’s, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children’s offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter.

Benefit Statement

• Medical, dental and vision insurance
• Employer paid group term life and disability
• Employer contribution toward Health Savings Account
• Flexible Spending Accounts
• Paid Time Off (PTO), Paid Holidays and Paid Parental Leave
• 403(b) with a 5% employer match
• Various voluntary benefits: Supplemental Life, AD&D and Disability Critical Illness, Accident and Hospital Indemnity coverage
• Tuition assistance
• Student loan servicing and support
• Adoption benefits
• Backup Childcare and Eldercare
• Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members
• Discount on services at Lurie Children’s facilities
• Discount purchasing program

There’s a Place for You with Us

At Ann & Robert H. Lurie Children’s Hospital of Chicago and its affiliates (collectively “Lurie Children’s”), we embrace and celebrate diversity and equity in a serious way. We are committed to building a team with a variety of backgrounds, skills, and viewpoints— recognizing that diverse identities strengthen our workplace and the care we can provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging and allyship. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care.

Lurie Children’s and its affiliates are equal employment opportunity employers. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law. For questions about how to request an accommodation please contact: [e-mail]

AI Notice Lurie Children’s utilizes certain AI-enabled features within our recruiting platform to support candidate engagement and assist recruiters in identifying and prioritizing applicants whose experience aligns with job requirements. All employment decisions are made by individuals. It is a civil rights violation with respect to recruitment, hiring, promotion, or employment for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes under the Illinois Human Rights Act or to use zip codes as a proxy for protected classes. For questions about the use of artificial intelligence in this process or any additional support, please contact: [e-mail]