Dir Workforce Planning

Join our team as a full-time, Director of Workforce Planning at INTEGRIS Health. 

Get to Know Your Team

• INTEGRIS Health, Oklahoma's largest not-for-profit health system, is seeking a dedicated caregiver to join us in our mission to partner with people to live healthier lives.
• Benefits of being an INTEGRIS Health caregiver include front-loaded PTO, medical benefits through the extensive INTEGRIS Health network, financial assistance for continued education, 24/7 mental health support and more.
• Take the first step toward growing your career by joining us. 

The Workforce Planning Director leads enterprise workforce planning for priority workforce challenges. The director integrates workforce, operational, financial, and market information to define needs; develops practical options with cross-functional partners; and coordinates approved solutions through implementation, measurement, and transition to ongoing ownership.

This system-level role reports to the Vice President, Workforce Solutions and works across Workforce Solutions and People Strategy. It also partners with Operations, Finance, clinical leadership, and Strategic Enterprise Solutions. The director leads planning and coordination; functional and operational leaders retain decision authority and ongoing ownership within their areas.

Key Responsibilities

• Assess workforce needs. Integrate workforce supply, vacancies, turnover, staffing capacity, labor costs, productivity, talent pipelines, projected demand, and relevant market information. Partner with operational and clinical leaders to distinguish the underlying workforce issue from its symptoms.

• Develop workforce plans and recommendations. Facilitate discussions with partners to evaluate potential changes to staffing models, roles, capabilities, talent pipelines, internal mobility, or workforce deployment. Translate analysis into clear options with expected benefits, resource needs, risks, dependencies, and measures of success.

• Coordinate priority workforce solutions. Establish scope, milestones, decision points, owners, and communication plans for approved initiatives. Coordinate cross-functional work, surface barriers, and maintain momentum from design through implementation.

• Measure results and support sustainment. Establish baselines and meaningful measures with Operations and Finance. Monitor implementation and outcomes, summarize findings for leaders, recommend whether to continue, refine, or expand an initiative, and transition ongoing ownership to the appropriate leader.

• Build a repeatable workforce planning approach. Develop practical tools and processes to assess workforce challenges, select priorities, document decisions, and share lessons across INTEGRIS Health.

• Serve as an enterprise resource. Support priority workforce initiatives that span multiple functions, entities, workforce segments, or locations and require coordinated analysis and delivery.

Key Partnerships

• Operations and clinical leaders define care and service needs, guide changes to workflows and staffing models, and own operational decisions and implementation in their areas.

• Finance validates financial assumptions, investments, labor impact, savings, risks, and realized value.

• People Strategy leads organization and role design, capability development, caregiver and leader readiness, change, engagement, and retention strategies.

• HR Business Partners define the local business context, identify workforce risks and implementation needs, and support leader alignment, adoption, and appropriate local adaptation.

• Workforce Solutions leads recruiting, internal and external pipelines, internal mobility, workforce solution design, preboarding, HR service delivery, and workforce-supply intelligence.

• Strategic Enterprise Solutions contributes market, financial, operational, and future-state planning expertise when enterprise strategies or new solutions have significant workforce implications.

REQUIRED QUALIFICATIONS:

EXPERIENCE:

• Minimum of five years of progressively responsible experience in workforce planning, workforce analytics, HR strategy, management consulting, project or program leadership, process improvement, healthcare operations, or a related field; seven or more years preferred.
• Experience leading complex, cross-functional initiatives from assessment and solution design through implementation, measurement, and transition to ongoing ownership.

EDUCATION:

• Bachelor’s degree in human resources, healthcare administration, business, analytics, or a related field required. 

SKILLS:

• Ability to integrate information from multiple sources, identify meaningful patterns and root causes, and translate findings into practical workforce plans and executive-level recommendations.
• Systems thinking and sound judgment, including the ability to clarify decision rights, manage dependencies, surface risks, and maintain accountability across functions.

PREFERRED QUALIFICATIONS

EXPERIENCE:

• Demonstrated leadership of enterprise initiatives and the ability to influence senior leaders without direct authority. Direct people-management experience is preferred but not required.
• Healthcare experience is preferred, with an understanding of how workforce decisions affect patient care, caregiver experience, access, productivity, labor cost, and financial stewardship.

EDUCATION:

• An advanced degree is preferred; equivalent relevant experience may be considered.