Workforce Insights & Strategy Program Director

Department Name: HR Technology & Operations Work Shift: Day Job Category: Human Resources A rewarding career that fits your life. Those who have joined the Banner mission come from all walks of life, united by the common goal: Make health care easier, so life can be better. If changing health care for the better sounds like something you want to be part of. As a Workforce Insights & Strategy Program Director, you will lead and develop workforce intelligence, transforming workforce data, labor market trends and business priorities into strategic insights and talent investment recommendations. You will report to the VP, Talent Management, HR Technology & Workforce Strategy, and this position drives workforce insights and talent gap assessments to support long-term organizational readiness. This role moves beyond reporting to deliver diagnosis, prediction, and actionable recommendations. Having past HR, Analytics, Org/Talent Effectiveness or Data Science background and demonstrated ability to lead in an area of ambiguity, experience with data analysis ideally in people/workforce analytics or workforce planning is preferred. This is a full time, salaried position Monday - Friday standard business hours. Within Banner Health Corporate, you will have the opportunity to apply your unique experience and expertise in support of a nationally-recognized healthcare leader. We offer stimulating and rewarding careers in a wide array of disciplines. Whether your background is in Human Resources, Finance, Information Technology, Legal, Managed Care Programs or Public Relations, you'll find many options for contributing to our award‑winning patient care. POSITION SUMMARY This position is responsible for establishing and advancing Banner Health's workforce intelligence capability, transforming workforce data, business insights, labor market trends and strategic priorities into actionable workforce strategies and investment recommendations. The role serves as an internal consultant and thought partner to senior leaders, translating workforce information into strategic decisions that support organizational growth, workforce readiness, talent sustainability and business performance. This position focuses on workforce intelligence, strategic inquiry, future‑state workforce planning and executive decision support - not operational reporting. Success is measured by the ability to identify strategic workforce risks, generate actionable insights, influence workforce development and investment decisions and support long‑term workforce readiness. This role partners closely with Talent Management, HR Technology, HR Business Partners, Employee Engagement, Finance, Strategy and operational leaders to identify future workforce needs and develop data‑driven recommendations to address critical workforce risks and opportunities. CORE FUNCTIONS Builds and matures Banner's workforce intelligence capability. Analyzes workforce trends to identify strategic risks and opportunities impacting business performance. Integrates internal workforce data with external labor market intelligence and industry trends. Develops workforce forecasting and scenario‑planning methodologies. Leads workforce supply and demand analyses across critical roles, functions, service lines and geographies. Identifies workforce risks related to turnover, retirement exposure, talent shortages, succession readiness and future skill requirements. Leverages enterprise skills data, career architecture and talent insights to strengthen workforce forecasting, capability assessments and workforce scenario planning. Creates a feedback loop between workforce intelligence, skills translation and talent management interventions to measure whether capability gaps are closing. Supports the development and execution of Banner's strategic workforce planning framework. Translates enterprise strategy, growth initiatives and business priorities into workforce implications and capability requirements. Recommends build, buy, borrow or automate workforce strategies based on workforce intelligence findings. Facilitates workforce planning discussions with business leaders and HR stakeholders. Conducts talent gap assessments and workforce readiness evaluations. Develops workforce scenarios and recommendations to address future workforce challenges. Moves workforce data beyond reporting into diagnosis, prediction and strategic recommendation. Defines workforce questions that should be explored across the organization and designs analytical approaches to answer them. Analyzes workforce investments and quantifies people return on investment. Creates executive‑ready workforce insights, presentations, scorecards and recommendations. Serves as a workforce intelligence consultant to leaders across the organization. Partners with HR Technology, Talent Management, Finance, Strategy, Service Lines and HR leaders to align workforce intelligence activities with organizational priorities. Supports workforce governance and strategic planning processes. Establishes relationships with external workforce and education partners to inform workforce planning decisions. MINIMUM QUALIFICATIONS Bachelor's degree in Human Resources, Business, Analytics, Finance, Economics, Healthcare Administration, Organizational Development, Data Science, or related field as normally obtained through completion of a bachelor's degree program. Minimum of 7 years of progressively responsible experience in workforce planning, workforce analytics, people analytics, HR strategy, management consulting, business intelligence, organizational effectiveness, or related disciplines. Must have demonstrated ability to analyze complex organizational or workforce data and translate findings into business recommendations. Requires experience presenting strategic recommendations to senior leadership and demonstrated ability to influence decisions across multiple stakeholder groups. Must possess excellent analytical, organizational and communication skills with the ability to manage multiple priorities with changing needs and deadlines. PREFERRED QUALIFICATIONS Master's degree in Business Administration, Analytics, Economics, Human Resources, Organizational Development, Public Health, or related field preferred. Healthcare industry experience preferred. Experience with strategic workforce planning methodologies preferred. Experience working with large‑scale workforce datasets and business intelligence tools such as Workday, Power BI or SQL preferred. Additional related education and/or experience preferred. PAY Estimated Pay Range: $44.65 - $74.41 / hour. Banner Health is committed to pay equity and transparency. The posted compensation range is a reasonable estimate that extends from the lowest to the highest pay Banner Health in good faith believes it might pay for this particular job. BENEFITS We are proud to offer a comprehensive benefit package for all benefit‑eligible positions. EEO STATEMENT EEO/Disabled/Veterans Our organization supports a drug‑free work environment. CLINICAL CULTURE AND VALUE Banner Health is one of the largest, nonprofit health care system in the country and the leading nonprofit provider of hospital services in all the communities we serve. Throughout our network of hospitals, primary care health centers, research centers, labs, physician practices and more, our skilled and compassionate professionals use the latest technology to make health care easier, so life can be better. The many locations, career opportunities and benefits offered at Banner Health help to make the Banner Journey unique and fulfilling for every employee. #J-18808-Ljbffr Banner Health Corporate