Director HR Systems, Workforce Planning and Analytics

The Director of HR Systems, Workforce Planning & Analytics provides enterprise-level leadership for Oracle HCM, workforce analytics, and HR data governance. This role sets the strategic vision for how HR technology and workforce insights support organizational growth, operational performance, and talent-related decision making. The Director serves as a key advisor to senior executives, preparing executive-ready analyses and proactively translating workforce data into data-driven business cases, forecasting models, and actionable recommendations. This leader ensures that HR systems, analytics tools, and workforce planning capabilities are optimized, future-focused, and aligned with enterprise priorities.

HR Technology & Analytics Strategy-20%

Set the strategy for HR technology, workforce analytics, and data governance to ensure systems and insights support organizational goals and workforce priorities.

• Develop and maintain a multi-year HRIS and workforce analytics roadmap that outlines system enhancements, automation opportunities, reporting advancements, and scalable analytics capabilities.
• Prepare executive-ready analytics presentations that clearly communicate workforce drivers, risks, and opportunities; proactively inform leadership of trends before they become issues.
• Lead the development of data-driven business cases that support investment decisions, operational improvements, staffing strategies, and organizational design.
• Ensure analytics and system strategies reflect a deep understanding of enterprise needs, external labor market conditions, and long-term growth objectives.

Leadership & Cross-Functional Collaboration-20%

• Lead, coach, and develop the HRIS, Workforce Planning and HR Analytics team.
• Demonstrates a deep understanding of the health system’s operations, strategic priorities, workforce needs, and financial drivers to guide decision-making and resource allocation.
• Leverages advanced analytics, workforce insights, and operational data to make timely, ethical, and well-reasoned decisions that accelerate organizational performance.
• Drives a culture of continuous improvement by identifying process gaps, implementing scalable solutions, and ensuring teams adopt best practices in service, quality, and compliance.
• Sets clear expectations, delegates effectively, and proactively address performance issues to build a high-performing team capable of meeting enterprise-level goals.
• Provides actionable, timely feedback and developmental coaching to ensure team members execute responsibilities with excellence and consistently demonstrate Core Team Member Behaviors. 
• Builds cross-functional trust and influence by engaging key stakeholders, aligning priorities, and securing buy-in for complex initiatives and change efforts.
• Facilitates transparent, two-way communication, ensuring leaders and staff are informed, aligned, and able to anticipate risks, dependencies, and emerging needs.
• Serves as a visible role model of Core Team Member Behaviors, reinforcing accountability, professionalism, and a “One Team” culture across the organization.

Strategic Workforce Planning & Analytics-20%

• Act as the organization’s strategic analytics leader, proactively interpreting workforce data to identify emerging talent trends, risks, and opportunities.
• Build and mature enterprise-level workforce planning capabilities, including forecasting labor needs, modeling supply/demand scenarios, and supporting budget and staffing cycles.
• Lead the creation and maintenance of dashboards, reports, and analytics tools that illuminate headcount, vacancies, turnover, hiring pipeline, and workforce performance indicators.
• Translate complex workforce analyses into clear, actionable recommendations for executives, enabling informed decision-making on staffing, resourcing, and organizational design.
• Partner cross-functionally with Talent Acquisition, Total Rewards, Finance, and operational leaders to ensure workforce plans are integrated with compensation strategies, hiring needs, and long-term talent priorities.
• Monitor internal workforce behavior and external labor market dynamics to proactively anticipate challenges and guide strategic action.

Oracle HCM Data Governance-20%

• Provide strategic ownership of Oracle HCM, ensuring system configuration, security, workflows, notifications, and integrations support efficient and compliant HR operations.
• Establish and manage robust data governance standards to ensure accurate, reliable, and timely employee data across all HR modules.
• Oversee release management, system upgrades, regression testing, and the evaluation of new features to ensure Oracle su