Director, Workforce Strategy & Transformation

As a global medtech company, we are driven by our Vision of changing the trajectory of lives for a new day and our Mission to create ingenious solutions that ignite patient turnarounds. Our relentless commitment to patients and strong legacy of innovation in healthcare are the foundation of our future. If you're looking for a new chance, a new beginning, a new trajectory, LivaNova is where your talent can truly thrive. Join our talented team members worldwide to become a pioneer of tomorrow—because at LivaNova, we don’t just treat conditions — we aspire to alter the course of lives.

Helping LivaNova define and plan how work gets done

In this role you will lead how LivaNova plans its workforce and evolves how work gets done. Focusing on strategic workforce planning, skills-based approaches, and internal mobility to improve capability, productivity, and decision quality, while advancing AI-enabled work redesign. You will create tools and structure that help our leaders and business partners build forward-looking workforce strategies aligned to business priorities, translating strategy into capabilities, critical roles, and workforce mix decisions.

What You’ll Deliver

Strategic Workforce Planning, Insights & Scenario Planning

• Build and embed strategic workforce planning aligned to business priorities
• Translate strategy into critical roles, capabilities, workforce mix, and scenarios
• Develop scenarios for growth, productivity, automation, and capability shifts
• Support build, buy, borrow, and bot workforce decisions
• Connect workforce data and talent intelligence to better business decisions
• Anticipate future talent gaps through dynamic workforce planning
• Train people managers on how to maximize their team for most productive team design, leveraging technology to boost engagement and productivity
• Partner with Global Total Rewards translating plans into roles and alignment with Financial cycle planning

Skills-Based Workforce & Mobility

• Advance skills-based planning to improve visibility into capabilities, gaps, and adjacencies
• Use skills data to support workforce decisions, internal movement, and workforce flexibility
• Help shift from static job structures to more adaptable, capability-based models
• Enable talent marketplace approaches to match talent to roles, projects, and opportunities
• Increase internal mobility and speed of redeployment
• Help remove barriers that limit movement across teams and functions

AI-Enabled Work & Role Design

• Improve how work is structured using AI, automation, and digital tools
• Help teams redesign roles and workflows to better combine human and digital work as one system
• Work with the business and functions to intentionally cultivate AI enabler roles. Champion capabilities at the intersection of business and technology, breaking down for org models, hiring, development, rewards, enablement and community connection, to proactively transform business.

Key Responsibilities

• Build and scale a practical strategic workforce planning capability model that improves how work models evolve
• Enable adoption of skills-based planning and workforce practices
• Lead the implementation of workforce planning analytics tool 
• Advise leaders on workforce implications of AI, automation, growth, and organizational change
• Improve internal mobility and workforce deployment across roles and priorities
• Support the integration of workforce planning into business planning and governance rhythms
• Partner across Sr Leaders (SLT) in HR, Strategy, Finance, IT, and business teams to drive adoption and execution
• Deliver outcomes through defined scope and cross-functional collaboration

What Good Looks Like

• Clear workforce plans established for priority business areas
• Workforce planning integrated into planning and decision-making processes
• Improved visibility into workforce risks, capability needs, and options
• Increased internal mobility and faster redeployment
• Measurable shift toward skills-based workforce decisions
• Improved workforce productivity and efficiency through better work design
• Stronger workforce decisions across cost, capability, and quality

Experience & Background

• 10–15+ years in workforce strategy, organizational development, HR strategy, or related fields
• Experience in medtech, pharma, health tech, or similarly complex environments preferred

• Strategic workforce planning
• Scenario planning and decision support processes
• Org design, operating model, or workforc