Director Nursing Workforce Strategy Operations and Wellbeing

The Director, Nursing Workforce Strategy, Operations & Wellbeing is responsible for the development, implementation, and ongoing optimization of nursing workforce strategy and operations across the health system. This role integrates workforce planning, staffing operations, productivity management, workforce analytics, and nurse wellbeing initiatives to support a sustainable, high-performing nursing workforce.

The Director partners with nursing leadership, finance, human resources, recruitment, and operational leaders to align workforce supply with patient demand, improve workforce stability, optimize labor performance, and advance workforce wellbeing. This role supports the design and execution of the systemwide Nursing Workforce Strategic Plan and ensures alignment with organizational priorities, regulatory requirements, and operational goals.

Primary Responsibilities

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job responsibilities performed.

Workforce Strategy & Planning

• Leads the development and implementation of the systemwide Nursing Workforce Strategic Plan.
• Identifies workforce priorities aligned with organizational strategy, patient care needs, and operational goals.
• Partners with cross-functional leaders to design sustainable workforce models and staffing strategies.
• Translates strategic workforce priorities into actionable operational plans.

Workforce Operations & Business Performance

• Oversees nursing workforce operations, including workforce planning, staffing processes, scheduling optimization, and productivity management.
• Develops and standardizes workforce-related business operations across the system.
• Partners with finance to monitor labor performance, including premium labor utilization and productivity.
• Establishes consistent workforce governance structures and operational processes.

Enterprise Staffing Center & Workforce Deployment

• Partners with Enterprise Staffing Center leadership to define and execute centralized staffing strategies.
• Supports development of flexible staffing models, including float pools and internal agency resources.
• Ensures alignment between staffing resources and patient demand across the system.
• Monitors staffing center performance and identifies opportunities for improvement.

Productivity, Benchmarking & Workforce Analytics

• Leads workforce productivity strategy and supports movement toward benchmark performance targets.
• Oversees workforce analytics, including reporting on turnover, vacancy, staffing utilization, and productivity metrics.
• Partners with analytics teams to develop dashboards and reporting tools to support operational decision-making.
• Identifies trends and opportunities to improve workforce efficiency and effectiveness.

Workforce Wellbeing & Fatigue Management

• Leads the development and implementation of workforce wellbeing and fatigue mitigation strategies.
• Integrates wellbeing principles into staffing, scheduling, and workforce planning practices.
• Partners with system and local leaders to improve the nursing practice environment and reduce workforce strain.
• Monitors workforce wellbeing outcomes and supports continuous improvement efforts.

Clinical Support Services & Workforce Innovation

• Partners for operational oversight for designated nursing support services and workforce-related innovation initiatives (e.g., virtual nursing, telesitter, remote monitoring, and other workforce support models).
• Partners with nursing and operational leaders to implement care delivery models that enhance workforce efficiency and support nursing practice.
• Supports innovation initiatives that improve workforce effectiveness and reduce administrative burden.

Regulatory & Performance Improvement

• Ensures workforce strategies align with regulatory and accreditation requirements, including safe staffing legislation and Joint Commission standards.
• Leads or supports workforce-related performance improvement initiatives.
• Evaluates the impact of workforce strategies on operational, financial, and workforce outcomes.
• Supports analysis of relationships between staffing models, workforce performance, and patient outcomes.

Leadership & Team Development

• Provides leadership, coaching, and performance management for assigned staff.
• Establishes team goals, priorities, and performance expectations.
• Builds collaborative relationships across departments and disciplines.
• Participates in system governance, councils, and interdisciplinary committees.
• Performs all other duties as assigned.

Education & Experience - Required

• Bachelor’s degree in Nursing, Healthcare Administration, Business, or related field required.
• Minimum of 7–10 years of progressively responsible leadership experience in nursing operations, workforce operations, or healthcare business operations.
• Experience in workforce planning, staffing operations, productivity management, or labor performance required.
• Experience leading cross-functional strategic or operational initiatives required.

Education & Experience - Preferred

• Master’s degree in Nursing, Business Administration, Healthcare Administration, or related field preferred.
• Current licensure as a Registered Nurse (RN) preferred.
• Relevant leadership or operational certifications (e.g., CENP, NEA-BC, Lean, Six Sigma, PMP) preferred.
• Experience collaborating with finance, HR, and operational leaders preferred.
• Experience with workforce wellbeing or workforce sustainability initiatives preferred.