System Director SOC (Staffing and Scheduling)

Job Overview

The System Director, SOC Staffing & Scheduling provides system-level leadership for the design, optimization, and execution of staffing and scheduling operations across Fairview. Reporting to the VP, System Operations Center, this role is responsible for translating enterprise staffing strategy into scalable operational models, workforce analytics, and technology-enabled solutions.

 

This leader partners closely with clinical, operational, finance, and IT stakeholders to drive data-driven staffing models, workforce forecasting, and scheduling optimization that improve labor performance, and by extension patient flow, and care delivery outcomes. The System Director plays a critical role in advancing a highly coordinated, predictive System Operations Center (SOC).

Responsibilities

• Workforce Strategy Execution and Optimization: Operationalize system wide staffing strategies in alignment with SOC and enterprise priorities. Develop and implement predictive staffing models aligned to patient demand, acuity, and flow. Lead short- and long-term workforce forecasting and capacity planning across care settings. Standardize staffing models and scheduling practices across hospitals and service lines.

• SOC Operational Integration & Execution: Ensure staffing and scheduling operations are fully integrated with SOC workflows and patient flow operations. Partner with transfer center, nursing leadership, and operations to support dynamic staffing aligned with demand. Identify system barriers and lead cross-functional solutions to improve staffing effectiveness. Support real-time and proactive workforce management approaches.

• Workforce Analytics, Finance and Performance Management: Lead development of labor productivity models, financial forecasts, and variance analysis. Design and maintain enterprise workforce analytics and reporting infrastructure. Provide insights on labor cost, productivity, and staffing utilization to executive leadership. Partner with Finance to align staffing models with budget targets and financial performance goals.

• Technology, Systems & Data Infrastructure: Partner with IT and Data & Analytics to optimize staffing and scheduling technologies, dashboards, and tools. Drive adoption and optimization of workforce management systems (e.g., UKG, Kronos, MyTime). Ensure data integrity, interoperability, and real-time decision support capabilities. Evaluate and implement new technologies to improve workforce efficiency and scalability.

• Leadership & Team Development: Provide system-level leadership to managers, analysts, and staffing leaders across SOC staffing functions. Build strong operating discipline through standard work, accountability structures, and performance management Develop workforce capabilities in analytics, forecasting, and staffing operations Support change management and adoption of new staffing models and technologies.

• Stakeholder Engagement & System Collaboration: Serve as key operational partner to VP SOC, CNOs, Finance, HR, and operational leaders Lead or co-lead staffing optimization initiatives and system workgroups Support labor relations strategies and compliance with contractual requirements Build strong partnerships across acute, ambulatory, and rural sites.

• Responsible for communication within the assigned areas: Seeks clarification, listens and conveys information clearly in written and verbal forms. Investigates and responds appropriately to all complaints and takes effective, corrective action when necessary. Demonstrates ability to identify and resolve interpersonal and/or professional conflicts when dealing with members of the organization. Participates on committee assignments.  

• Assumes responsibility for compliance with internal and external regulations, policies and procedures: Is familiar with union contracts and participates in resolution of grievances, as applicable. Is aware of TJC, Department of Health and licensure requirements. Evaluates, develops and revises clinical systems to assure regulatory compliance. Promotes effective labor relations policies.

• Develops and maintains a healthy, supportive work environment, demonstrating behaviors consistent with service excellence: Exemplifies excellent customer relations in interactions with patients, visitors, physicians, and employees. Continuously builds customer understanding by listening to customers. Anticipates customer needs, including those with different cultural needs and desires. Takes action to meet and exceed the needs of all customer groups. Continuously implements strategies to improve customer satisfaction. Models appreciation and acceptance of differences. Provides a welcoming and supportive environment. Continuously takes action to enhance employee engagement. Builds credibility with medical staff as a champion for patient care, quality and nursing professionalism.

Required Qualifications

• M.A./M.S. in business or health care-related field
• 7 years progressive leadership in healthcare operations, workforce management, or staffing strategy
• Progressive responsibility in resource financial management/staffing leadership experience.
• Broad base of knowledge related to evidence-based staffing models, and infrastructure supporting front line involvement
• Has strong ability to manage large scope initiatives which includes gap analysis and assessment, planning, implementing and evaluation.
• Excellent organizational skills, and knowledge of clinical areas, needs and skills needed in each organizational department, computer, problem solving and excellent communication skills
• Knowledge of labor union contracts
• Experience leading in a complex highly matrixed health system environment

Preferred Qualifications

• Experience with rural healthcare operations and workforce variability
• Background in healthcare finance, analytics, or performance improvement
• Registered Nurse Current MN RN License

Benefit Overview

Fairview offers a generous benefit package including but not limited to medical, dental, vision plans, life insurance, short-term and long-term disability insurance, PTO and Sick and Safe Time, tuition reimbursement, retirement, early access to earned wages, and more! Please follow this link foradditional information: https://www.fairview.org/careers/benefits/noncontract

Compensation Disclaimer

The posted pay range is for a 40-hour workweek (1.0 FTE). The actual rate of pay offered within this range may depend on several factors, such as FTE, skills, knowledge, relevant education, experience, and market conditions. Additionally, our organization values pay equity and considers the internal equity of our team when making any offer. Hiring at the maximum of the range is not typical. If your role is eligible for a sign-on bonus, the bonus program that is approved and in place at the time of offer, is what will be honored.

EEO Statement

EEO/Vet/Disabled: All qualified applicants will receive consideration without regard to any lawfully protected status

$169,707.20- $239,574.40 Annual

The System Director, SOC Staffing & Scheduling provides system-level leadership for the design, optimization, and execution of staffing and scheduling operations across Fairview. Reporting to the VP, System Operations Center, this role is responsible for translating enterprise staffing strategy into scalable operational models, workforce analytics, and technology-enabled solutions.

 

This leader partners closely with clinical, operational, finance, and IT stakeholders to drive data-driven staffing models, workforce forecasting, and scheduling optimization that improve labor performance, and by extension patient flow, and care delivery outcomes. The System Director plays a critical role in advancing a highly coordinated, predictive System Operations Center (SOC).

Responsibilities

• Workforce Strategy Execution and Optimization: Operationalize system wide staffing strategies in alignment with SOC and enterprise priorities. Develop and implement predictive staffing models aligned to patient demand, acuity, and flow. Lead short- and long-term workforce forecasting and capacity planning across care settings. Standardize staffing models and scheduling practices across hospitals and service lines.

• SOC Operational Integration & Execution: Ensure staffing and scheduling operations are fully integrated with SOC workflows and patient flow operations. Partner with transfer center, nursing leadership, and operations to support dynamic staffing aligned with demand. Identify system barriers and lead cross-functional solutions to improve staffing effectiveness. Support real-time and proactive workforce management approaches.

• Workforce Analytics, Finance and Performance Management: Lead development of labor productivity models, financial forecasts, and variance analysis. Design and maintain enterprise workforce analytics and reporting infrastructure. Provide insights on labor cost, productivity, and staffing utilization to executive leadership. Partner with Finance to align staffing models with budget targets and financial performance goals.

• Technology, Systems & Data Infrastructure: Partner with IT and Data & Analytics to optimize staffing and scheduling technologies, dashboards, and tools. Drive adoption and optimization of workforce management systems (e.g., UKG, Kronos, MyTime). Ensure data integrity, interoperability, and real-time decision support capabilities. Evaluate and implement new technologies to improve workforce efficiency and scalability.

• Leadership & Team Development: Provide system-level leadership to managers, analysts, and staffing leaders across SOC staffing functions. Build strong operating discipline through standard work, accountability structures, and performance management Develop workforce capabilities in analytics, forecasting, and staffing operations Support change management and adoption of new staffing models and technologies.

• Stakeholder Engagement & System Collaboration: Serve as key operational partner to VP SOC, CNOs, Finance, HR, and operational leaders Lead or co-lead staffing optimization initiatives and system workgroups Support labor relations strategies and compliance with contractual requirements Build strong partnerships across acute, ambulatory, and rural sites.

• Responsible for communication within the assigned areas: Seeks clarification, listens and conveys information clearly in written and verbal forms. Investigates and responds appropriately to all complaints and takes effective, corrective action when necessary. Demonstrates ability to identify and resolve interpersonal and/or professional conflicts when dealing with members of the organization. Participates on committee assignments.  

• Assumes responsibility for compliance with internal and external regulations, policies and procedures: Is familiar with union contracts and participates in resolution of grievances, as applicable. Is aware of TJC, Department of Health and licensure requirements. Evaluates, develops and revises clinical systems to assure regulatory compliance. Promotes effective labor relations policies.

• Develops and maintains a healthy, supportive work environment, demonstrating behaviors consistent with service excellence: Exemplifies excellent customer relations in interactions with patients, visitors, physicians, and employees. Continuously builds customer understanding by listening to customers. Anticipates customer needs, including those with different cultural needs and desires. Takes action to meet and exceed the needs of all customer groups. Continuously implements strategies to improve customer satisfaction. Models appreciation and acceptance of differences. Provides a welcoming and supportive environment. Continuously takes action to enhance employee engagement. Builds credibility with medical staff as a champion for patient care, quality and nursing professionalism.

Required Qualifications

• M.A./M.S. in business or health care-related field
• 7 years progressive leadership in healthcare operations, workforce management, or staffing strategy
• Progressive responsibility in resource financial management/staffing leadership experience.
• Broad base of knowledge related to evidence-based staffing models, and infrastructure supporting front line involvement
• Has strong ability to manage large scope initiatives which includes gap analysis and assessment, planning, implementing and evaluation.
• Excellent organizational skills, and knowledge of clinical areas, needs and skills needed in each organizational department, computer, problem solving and excellent communication skills
• Knowledge of labor union contracts