Vice President, Workforce Strategy

Job Summary The Vice President, Workforce Strategy provides enterprise leadership for workforce planning, workforce analytics, workforce transformation, and people strategy initiatives across Corewell Health. This leader develops and advances a scalable workforce strategy that aligns talent investments, workforce capabilities, labor supply, and organizational capacity with the system's strategic, operational, and financial priorities. The Vice President leads the workforce analytics strategy, including KPI development, workforce insights, executive reporting, and strategic decision support. Through partnerships with HR, Finance, Operations, Digital Services, and Information Technology, this role translates complex workforce data into actionable recommendations that improve workforce readiness, productivity, retention, and organizational performance. This leader serves as a strategic advisor to executive leadership and drives innovation in workforce design, workforce optimization, AI-enabled work, automation strategy, and future workforce capabilities to ensure Corewell Health maintains a resilient, agile, and future-ready workforce. Essential Functions Leads the development of enterprise workforce KPIs and measurement frameworks that connect workforce performance, capacity, productivity, retention, skills, labor cost, workforce readiness, and team member experience to operational and financial outcomes. Ensures KPIs are actionable, consistently defined, and aligned to executive decision-making needs. Owns the enterprise workforce analytics strategy for HR, including the vision, roadmap, governance, KPI framework, dashboard requirements, reporting priorities, and workforce insight agenda. Partners with IT and enterprise data teams to ensure analytics products are enabled by reliable data and scalable infrastructure, while HR owns the business requirements, interpretation, storytelling, recommendations, and adoption of workforce insights. Defines and prioritizes workforce dashboard and reporting requirements based on enterprise strategy, leader needs, and business value. Establishes reporting priorities, standard definitions, and decision-use cases to ensure dashboards and reports provide meaningful insight rather than static data. Leads workforce insights and storytelling for executive and operational audiences by translating complex workforce data into clear themes, risks, opportunities, and recommended actions. Ensures insights are timely, practical, and connected to business decisions, workforce planning, and measurable outcomes. Provides actionable recommendations to HR, Finance, Operations, and executive leaders based on workforce analytics, workforce planning, scenario modeling, and external labor market trends. Identifies workforce risks, capacity gaps, productivity opportunities, and investment trade-offs that support system priorities. Oversees HR-owned report and dashboard development priorities, including requirements gathering, design input, user acceptance, adoption, and continuous improvement. Partners with IT on technical build, data integrity, and platform enablement while ensuring solutions meet HR and business decision-making needs. Builds and leads a Workforce Strategy & Analytics Center of Excellence, establishing standardized processes, tools, governance, and change management practices to embed data-driven workforce decision-making across the enterprise. Develops capability among HR and business leaders in workforce analytics, insight interpretation, scenario planning, and action planning. Partners with executive leadership to incorporate workforce implications into enterprise strategic planning, growth initiatives, mergers, service line expansion, and operational transformation efforts. Leads workforce transformation initiatives that redesign roles, team structures, and workforce models to improve organizational effectiveness, productivity, and workforce sustainability. Qualifications Required Bachelor's Degree in business, healthcare administration, human resources, data analytics, workforce analytics, industrial/organizational psychology, economics, finance, or related field 12 years of relevant strategic workforce planning, workforce analytics, people analytics, HR strategy, organizational strategy, healthcare operations, finance, or consulting experience 7 years of relevant experience leading teams, developing leaders, influencing senior executives, and building enterprise capabilities Developing workforce analytics strategies, KPI frameworks, dashboard requirements, executive reporting priorities, and actionable workforce insights Translating complex workforce data into business insights, executive storytelling, recommendations, and measurable action plans Partnering with IT, data, finance, operations, and HR teams to develop analytics products, dashboards, reporting solutions, and workforce planning tools Preferred Master's Degree in business, healthcare administration, human resources, analytics, organizational psychology, finance, or related field Physical Demands Pallet to Waist (6" from floor) > 5 lbs: Seldom up to 10 lbs Waist to Waist > 5 lbs: Seldom up to 10 lbs Waist to Chest (below shoulder) > 5 lbs: Seldom up to 10 lbs Waist to Overhead > 5 lbs: Seldom up to 10 lbs Bilateral Carry > 5 lbs: Seldom up to 10 lbs Unilateral Carry > 5 lbs: Seldom up to 10 lbs Pushing Force > 5 lbs: Seldom up to 10 lbs Pulling Force > 5 lbs: Seldom up to 10 lbs Sitting: Frequently Standing: Occasionally Walking: Occasionally Forward Bend - Standing: Seldom Forward Bend - Sitting: Occasionally Trunk Rotation - Standing: Seldom Trunk Rotation - Sitting: Occasionally Reach - Above Shoulder: Seldom Reach - at Shoulder or Below: Seldom Handling: Occasionally Forceful Grip > 5 lbs: Seldom Forceful Pinch > 2 lbs: Seldom Finger/Hand Dexterity: Frequently How Corewell Health cares for you Comprehensive benefits package to me