VP, Workforce Strategy & Analytics

Spectrum Health

Grand Rapids (MI)

On-site

USD 180,000 - 240,000

Full time

3 days ago

Be an early applicant

Application generator

Don’t send a generic resume — generate a resume and cover letter tailored to this exact role.

Get past ATS filters

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.