Director of Workforce Development

AP Professionals has been retained by one of Rochester’s premier health organizations. This long-standing client is adding to their team and looking for an experienced Director of Workforce Development. This position will lead internal and external partnerships to strengthen the employment pipeline, support professional growth for staff and program participants, and collaborate with leaders on individualized development plans.

The company provides a sense of community, connection, and support. This is a chance to be an integral part of a well-established, respected, and growing organization!

Responsibilities

Leadership & Management

• Foster a culture of excellence, continuous learning, and quality improvement.
• Actively contribute as a member of the Operational Leadership Team.
• Partner with stakeholders to ensure compliance with all applicable laws and regulations.
• Cultivate strong, collaborative relationships across all levels of the organization.
• Develop, implement, and maintain policies and procedures relevant to functional responsibilities.
• Represent the organization in engagement with external community partners.

Workforce Planning

• Evaluate current and future workforce trends, including skill gaps, attrition, and demographic changes, using data analytics to guide improvement strategies.
• Conduct comprehensive analyses of workload, skills, and resources to optimize staffing levels and prepare for surges or unexpected changes.

Employment

• Lead the recruitment strategy to attract a qualified and mission-aligned workforce reflective of the communities served.
• Continuously refine recruitment and onboarding processes based on feedback from hiring managers and leadership.
• Collaborate with the Recruiter to ensure job postings meet legal and organizational standards.
• Review offer packages to confirm candidate qualifications and align compensation decisions with the Sr. Director of People Operations.
• Approve final offer letters and assess recruitment resources and tools for effectiveness.
• Ensure job descriptions are accurate, compliant, and up to date, working with the Recruiter and hiring managers.
• Oversee the tracking and compliance of recruitment workflows including job postings, interview schedules, and onboarding.
• Conduct 30-, 60-, and 90-day check-ins with non-clinical staff, analyzing data for trends and reporting insights to leadership.
• Administer exit interviews for non-clinical staff and compile insights to inform retention strategies.

Workforce Development

• Oversee the creation and execution of a comprehensive workforce development plan, including strategic partnerships and measurable goals.
• Develop and manage apprenticeship pathways for positions.
• Partner with departments to create student and volunteer engagement opportunities as talent pipelines.
• Establish and maintain relationships with educational institutions, community organizations, and statewide associations to support workforce development.
• Lead initiatives for intern and volunteer placement, including recruitment, onboarding, and compliance oversight.
• Ensure volunteers and students receive proper training and support aligned with company values and confidentiality standards.
• Conduct periodic check-ins with participants to ensure engagement and alignment.
• Support program leaders in developing and maintaining volunteer role descriptions and onboarding procedures.

Employee Development

• Design and deliver leadership development curriculum for employees aspiring to management roles.
• Partner with Payroll & Benefits to manage the Tuition Advancement Program, ensuring compliance and alignment with existing benefits.
• Identify critical organizational roles for development focus and align staff with certificate and educational opportunities.
• Collaborate with department leaders to create and implement role-specific orientation programs and individual development plans.

Additional Responsibilities

• Demonstrate a commitment to inclusivity and respect for diverse backgrounds, identities, and perspectives.
• Embody and promote the organization’s values, behaviors, and mission.
• Maintain confidentiality of sensitive information, including patient, employee, and proprietary data.
• Participate in quality improvement efforts, compliance activities, and department performance goals.

Education

• Bachelor’s degree in Human Resources, Communications, or related field, or equivalent combination of education and experience.
• SHRM-CP or SHRM-SCP a plus.

Experience

• At least 5 years of experience in workforce development, workforce planning, human resources, and recruitment.
• At least 3 years of supervisory and leadership experience.
• Experience in the non-profit healthcare sector preferred.

Knowledge, Skills, Abilities, and Other Characteristics

• In-depth knowledge of human resources policies, labor laws, and industry best practices.
• Proven ability to lead teams through training, mentoring, coaching, and strategic advisement.
• Skilled at navigating fast-paced, dynamic environments and driving organizational change.
• Strong leadership presence with sound judgment and a collaborative, approachable style.
• Excellent time management, prioritization, and organizational skills.
• Proactive and self-directed with the ability to work independently.
• Effective verbal and written communication skills.
• High attention to detail and accuracy in all tasks.
• Adaptable and flexible in response to shifting priorities and evolving needs.