Director Workforce Planning

Job Details Responsible for development and maintenance of workforce analytics, implementation of organizational design initiatives, and facilitation of HR communications. Serves as the HR lead for mergers, acquisitions, and divestitures (M&A/D). Partners closely with HR Business Partners, senior executives, Finance, Legal, and Operations to ensure the workforce strategy is aligned to enterprise growth objectives and operational excellence priorities. In addition, provides targeted HR Business Partner support to enterprise shared services functions. This is a high‑visibility, high‑impact position requiring the ability to operate simultaneously at the strategic, operational, and advisory levels in a complex, matrixed organization. Job Summary Responsible for development and maintenance of workforce analytics, implementation of organizational design initiatives, and facilitation of HR communications. Serves as the HR lead for mergers, acquisitions, and divestitures (M&A/D). Partners closely with HR Business Partners, senior executives, Finance, Legal, and Operations to ensure the workforce strategy is aligned to enterprise growth objectives and operational excellence priorities. In addition, provides targeted HR Business Partner support to enterprise shared services functions. This is a high‑visibility, high‑impact position requiring the ability to operate simultaneously at the strategic, operational, and advisory levels in a complex, matrixed organization. Job Duties 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; and continuously 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 that improve efficiency, agility, and alignment to strategy. 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 — ensuring clarity, consistency, and alignment to organizational voice. 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. Provide HR Business Partner support to enterprise shared services functions (e.g., Finance, IT, Legal, Procurement, Supply Chain, Communications) as a backup resource. Partner with HRBPs across the enterprise to ensure consistent application of HR programs, policies, and practices within supported functions. Minimum Qualifications Bachelor’s Degree in Human Resources, Business Administration, Organizational Development, or a related field required. 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. Preferred Qualifications Master’s Degree in Business Administration, Human Resources, Industrial‑Organizational Psychology, or related discipline preferred. SPHR – Senior Professional in Human Resources – HR Certification Institute. Physical Demands Lifts and carries up to 25 lbs.; frequent sitting, standing, and keyboard use. Patient care providers may be required to perform activities specific to their role, including kneeling, bending, squatting, and performing CPR. EEO Statement Jefferson is committed to providing equal educational and employment opportunities for all persons without regard to age, race, color, religion, creed, sexual orientation, gender, gender identity, marital status, pregnancy, national origin, ancestry, citizenship, military status, veteran status, handicap or disability or any other protected group or status. Benefits Jefferson offers a comprehensive package of benefits for full‑time and part‑time colleagues, including medical (including prescription), supplemental insurance, dental, vision, life and AD&D insurance, short‑ and long‑term disability, flexible spending accounts, retirement plans, tuition assistance, as well as voluntary benefits, which provide colleagues with access to group rates on insurance and discounts. Colleagues have access to tuition discounts at Thomas Jefferson University after one year of full‑time service or two years of part‑time service. All colleagues, including those who work less than part‑time (including per diem colleagues, adjunct faculty, and Jeff Temps), have access to medical (including prescription) insurance. For more benefits information, please click here. #J-18808-Ljbffr Dormont Manufacturing Co