Vice President, Workforce Strategy

Spectrum Health; Grand Rapids (MI); On-site; USD 180,000 - 240,000; Full time

Job summary

Corewell Health seeks an accomplished Vice President, Workforce Strategy to lead enterprise workforce planning, analytics, and transformation across the system. This executive will align talent investments, capacity, and labor cost with strategic priorities while partnering with HR, Finance, Operations, and IT to translate data into actionable workforce decisions.

The role drives AI-enabled workforce design, automation strategy, and future workforce capabilities to ensure a resilient, agile

Qualifications

• Bachelor's degree in business, healthcare administration, human resources, data analytics, workforce analytics, industrial/organizational psychology, economics, finance, or related field.
• 12 years of relevant strategic workforce planning, workforce analytics, people analytics, HR strategy, organizational strategy, healthcare operations, finance, or consulting experience.
• 7 years of relevant experience leading teams, developing leaders, influencing senior executives, and building enterprise capabilities.
• Developing workforce analytics strategies, KPI frameworks, dashboard requirements, executive reporting priorities, and actionable workforce insights.

Responsibilities

• Leads the development of enterprise workforce KPIs and measurement frameworks that connect workforce performance, capacity, productivity, retention, skills, labor cost, workforce readiness, and team member experience to operational and financial outcomes.
• Owns the enterprise workforce analytics strategy for HR, including the vision, roadmap, governance, KPI framework, dashboard requirements, reporting priorities, and workforce insight agenda.
• Partners with IT and enterprise data teams to ensure analytics products are enabled by reliable data and scalable infrastructure, while HR owns the business requirements, interpretation, storytelling, recommendations, and adoption of workforce insights.
• Defines and prioritizes workforce dashboard and reporting requirements based on enterprise strategy, leader needs, and business value.
• Establishes reporting priorities, standard definitions, and decision-use cases to ensure dashboards and reports provide meaningful insight rather than static data.
• Leads workforce insights and storytelling for executive and operational audiences by translating complex workforce data into clear themes, risks, opportunities, and recommended actions.
• Provides actionable recommendations to HR, Finance, Operations, and executive leaders based on workforce analytics, workforce planning, scenario modeling, and external labor market trends.

Skills

Executive leadership

Workforce analytics

KPI frameworks

Dashboard requirements

Storytelling

Stakeholder collaboration

Education

Bachelor's degree in business/healthcare or related field

Job description

Job Summary

The Vice President, Workforce Strategy provides enterprise leadership for workforce planning, workforce analytics, workforce transformation, and people strategy initiatives across Corewell Health. This leader develops and advances a scalable workforce strategy that aligns talent investments, workforce capabilities, labor supply, and organizational capacity with the system's strategic, operational, and financial priorities. The Vice President leads the workforce analytics strategy, including KPI development, workforce insights, executive reporting, and strategic decision support. Through partnerships with HR, Finance, Operations, Digital Services, and Information Technology, this role translates complex workforce data into actionable recommendations that improve workforce readiness, productivity, retention, and organizational performance. This leader serves as a strategic advisor to executive leadership and drives innovation in workforce design, workforce optimization, AI-enabled work, automation strategy, and future workforce capabilities to ensure Corewell Health maintains a resilient, agile, and future-ready workforce.

Essential Functions

Leads the development of enterprise workforce KPIs and measurement frameworks that connect workforce performance, capacity, productivity, retention, skills, labor cost, workforce readiness, and team member experience to operational and financial outcomes. Ensures KPIs are actionable, consistently defined, and aligned to executive decision-making needs. Owns the enterprise workforce analytics strategy for HR, including the vision, roadmap, governance, KPI framework, dashboard requirements, reporting priorities, and workforce insight agenda. Partners with IT and enterprise data teams to ensure analytics products are enabled by reliable data and scalable infrastructure, while HR owns the business requirements, interpretation, storytelling, recommendations, and adoption of workforce insights. Defines and prioritizes workforce dashboard and reporting requirements based on enterprise strategy, leader needs, and business value. Establishes reporting priorities, standard definitions, and decision-use cases to ensure dashboards and reports provide meaningful insight rather than static data. Leads workforce insights and storytelling for executive and operational audiences by translating complex workforce data into clear themes, risks, opportunities, and recommended actions. Ensures insights are timely, practical, and connected to business decisions, workforce planning, and measurable outcomes. Provides actionable recommendations to HR, Finance, Operations, and executive leaders based on workforce analytics, workforce planning, scenario modeling, and external labor market trends. Identifies workforce risks, capacity gaps, productivity opportunities, and investment trade-offs that support system priorities. Oversees HR-owned report and dashboard development priorities, including requirements gathering, design input, user acceptance, adoption, and continuous improvement. Partners with IT on technical build, data integrity, and platform enablement while ensuring solutions meet HR and business decision-making needs. Builds and leads a Workforce Strategy & Analytics Center of Excellence, establishing standardized processes, tools, governance, and change management practices to embed data-driven workforce decision-making across the enterprise. Develops capability among HR and business leaders in workforce analytics, insight interpretation, scenario planning, and action planning. Partners with executive leadership to incorporate workforce implications into enterprise strategic planning, growth initiatives, mergers, service line expansion, and operational transformation efforts. Leads workforce transformation initiatives that redesign roles, team structures, and workforce models to improve organizational effectiveness, productivity, and workforce sustainability.

Qualifications Required

Bachelor's Degree in business, healthcare administration, human resources, data analytics, workforce analytics, industrial/organizational psychology, economics, finance, or related field 12 years of relevant strategic workforce planning, workforce analytics, people analytics, HR strategy, organizational strategy, healthcare operations, finance, or consulting experience 7 years of relevant experience leading teams, developing leaders, influencing senior executives, and building enterprise capabilities Developing workforce analytics strategies, KPI frameworks, dashboard requirements, executive reporting priorities, and actionable workforce insights Translating complex workforce data into business insights, executive storytelling, recommendations, and measurable action plans Partnering with IT, data, finance, operations, and HR teams to develop analytics products, dashboards, reporting solutions, and workforce planning tools

Preferred

Master's Degree in business, healthcare administration, human resources, analytics, organizational psychology, finance, or related field

Physical Demands

• Pallet to Waist (6\" from floor) > 5 lbs: Seldom up to 10 lbs


• Waist to Waist > 5 lbs: Seldom up to 10 lbs


• Waist to Chest (below shoulder) > 5 lbs: Seldom up to 10 lbs


• Waist to Overhead > 5 lbs: Seldom up to 10 lbs


• Bilateral Carry > 5 lbs: Seldom up to 10 lbs


• Unilateral Carry > 5 lbs: Seldom up to 10 lbs


• Pushing Force > 5 lbs: Seldom up to 10 lbs


• Pulling Force > 5 lbs: Seldom up to 10 lbs


• Sitting: Frequently


• Standing: Occasionally


• Walking: Occasionally


• Forward Bend - Standing: Seldom


• Forward Bend - Sitting: Occasionally


• Trunk Rotation - Standing: Seldom


• Trunk Rotation - Sitting: Occasionally


• Reach - Above Shoulder: Seldom


• Reach - at Shoulder or Below: Seldom


• Handling: Occasionally


• Forceful Grip > 5 lbs: Seldom


• Forceful Pinch > 2 lbs: Seldom


• Finger/Hand Dexterity: Frequently

How Corewell Health cares for you

• Comprehensive benefits package to meet your financial, health, and work/life balance goals.


• Learn more here.


• On-demand pay program powered by Payactiv


• Discounts directory with deals on the things that matter to you, like restaurants, phone plans, spas, and more!


• Optional identity theft protection, home and auto insurance


• Traditional and Roth retirement options with service contribution and match savings


• Eligibility for benefits is determined by employment type and status


• Primary Location SITE - Corewell Health Place - 100 Corewell Drive NW - Grand Rapids


• Department Name HR Business Partner CHW - Corporate


• Employment Type Full time


• Shift Day (United States of America)


• Weekly Scheduled Hours 40


• Hours of Work 8 a.m. to 5 p.m.


• Days Worked Monday to Friday


• Weekend Frequency N/A

Corewell Health is committed to providing a safe environment for our team members, patients, visitors, and community. We require a drug-free workplace and require team members to comply with the MMR, Varicella, Tdap, and Influenza vaccine requirement if in an on-site or hybrid workplace category. We are committed to supporting prospective team members who require reasonable accommodations to participate in the job application process, to perform the essential functions of a job, or to enjoy equal benefits and privileges of employment due to a disability, pregnancy, or sincerely held religious belief. Corewell Health grants equal employment opportunity to all qualified persons without regard to race, color, national origin, sex, disability, age, religion, genetic information, marital status, height, weight, gender, pregnancy, sexual orientation, gender identity or expression, veteran status, or any other legally protected category. An interconnected, collaborative culture where all are encouraged to bring their whole selves to work, is vital to the health of our organization. As a health system, we advocate for equity as we care for our patients, our communities, and each other. From workshops that develop cultural intelligence, to our inclusion resource groups for people to find community and empowerment at work, we are dedicated to ongoing resources that advance our values of diversity, equity, and inclusion in all that we do. We invite those that share in our commitment to join our team.

People are at the heart of everything we do, and the inspiration for our legacy of outstanding outcomes, innovation, strong community partnerships, philanthropy and transparency. Corewell Health is a not-for-profit health system that provides health care and coverage with an exceptional team of 60,000+ dedicated people—including more than 11,500 physicians and advanced practice providers and more than 15,000 nurses providing care and services in 22 hospitals, 300+ outpatient locations and several post-acute facilities—and Priority Health, a provider-sponsored health plan serving more than 1.2 million members. Through experience and collaboration, we are reimagining a better, more equitable model of health and wellness.