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Workforce Strategy Consultant

Based in Providence, RI


Title: Workforce Strategy Consultant, Providence, RI

Reports to: Executive Director, 1199NE Training and Upgrading Fund

Work plan and schedule will be developed jointly with the 1199 Training Fund, Care New England, and 1199NE

Length of Contract: July 2017-June 2018, with potential for renewal

Compensation: $50-$60,000

Email letter of interest and resume to:

Steve Bender
Executive Director, 1199 Training Fund
Email: SBender@1199trainingfund.org

Primary Function
The Workforce Strategy Consultant is responsible for the overall management of Women and Infants Hospital (WIH) & Butler Hospital (BH) Workforce Development programs to strategically support the current and future demands of the 1199 SEIU workforce. Duties will include:

  • Researching and assessing workforce WIH & BH demographics and trends
  • designing and implementing effective programs with both union and management to avoid workforce shortages.
  • Designing tracking and measurement systems for new programs to show return on workforce investment strategies.

Specifications

  • Bachelor’s degree in Labor Relations, Human Resources Management, Education, Health or other relevant fields;
  • Master’s degree preferred. Minimum six (6) years’ experience in training, human resources in a health care setting, workforce development, or other related experience in professional and or skills development in health care.
  • Experience in curricula development, leading a curricula design process, and curricula design principles and processes for adult learners.
  • Experience in higher education program design and/or training and education program evaluation against adult learning outcome metrics.
  • Extensive experience aligning workforce training and education to operational needs.
  • Must have demonstrated experience in complex mediation and facilitation.
  • Excellent analytical and project management skills; able to scan political terrain and identify areas of improvement.
  • Ability to gain confidence of clients and external organizational leadership at executive level.
  • Strong organizational relational dynamics specifically as it relates to organizational design, workforce relationships; able to decipher issues, underlying concerns and assists in moving towards desired change.
  • Understands and is able to “translate” healthcare financing and impact on a system to multiple levels of both union and non-union.
  • Excellent written and verbal communication skills; strong active listening, good self-awareness, recognizing impact on others and ability to manage boundaries.
  • Ability to scan political terrain and identify areas of improvement

I. Application of Knowledge and Skill

  1. Working for a not for profit labor-management training fund and industry partnership, this position serves as the lead consultant for workforce development strategy in health care delivery system. Serves as primary liaison and consultant to Women and Infants Hospital (WIH) and Butler (BH) at executive and network level. Leading and supports collaborative work together with WIH & BH and their designees to identify joint workforce development strategy, including workforce planning and analytics, execution of workforce strategy to support delivery system redesign, design and coordination of training plans, curricula evaluation, increased capacity to carry-out collaborative work, and assistance to project teams to carry out strategies to achieve program goals
  2. Lead workforce development strategy, workforce planning, system-wide training plans, and strategic workforce transitions to support new delivery system that cuts across multiple healthcare sectors (including both hospitals), union(s), and other partners including addressing complex and/or sensitive issues
  3. Partnering with all levels of project leaders (including “C-Suite), physicians, clinical leaders, technical staff, union staff (including executive officers), community-based organizations, workers and supervisors; Coordinate WIH & BH system-wide initiatives in collaboration with their designee(s)
  4. Support WIH & BH through workforce analytics, including current state assessment, planning for future state, gap analysis and development of workforce strategy to support transition; Documents new skill needs, skill gaps, designs occupational competency mapping strategies and conducts competency mapping
  5. Evaluate curriculum, research, evaluate training and education programs to identify best practice instruction models; Works with higher education institutions (including Deans) to partner and support development of training clearinghouse and align programs to industry needs
  6. Create the workforce training strategy including assisting with redeployment strategies, work plan and gather resources needed for interventions
  7. Direct and manage Training Plan implementation for thousands of workers and job seekers and to meet the workforce; Create strategies for hard to fill vacancies; provide knowledge, skill and ability assessment to support WIH & BH job seekers/workers
  8. Supervising, coaching, mentoring and developing apprenticeship workforce staff, including but not limited to Field Coordinators, and Assistant Program Specialists
  9. Coordinate 1199 Training Fund and other external resources to manage resources, including budget and finance monitoring and reporting, use of partner resources and internal resources (Labor management initiative) to accomplish goals
  10. Support and coordinate apprenticeship models, Joint Apprenticeship Council (JATC) meetings and voting quorums
  11. Document progress and results of projects through case studies, reports to Directors, Senior sponsors, project management and other creative methods
  12. Manage quarterly workforce reports to WIH & BH and ultimately to DOH, based on specified mandatory metrics. Maintain the confidentiality required of the organization and the department
  13. Direct continuous improvement process for training, education and all workforce development strategies
  14. Collaborate with WIH, BH & CNE executive leadership and union/management executive leadership to collect, analyze and interpret data and use to manage quarterly workforce reports to support project/system’s goal
  15. Keep sponsors/clients up to date on trends and best practices
  16. Maintain the confidentiality required of the organization and the department
  17. Perform additional duties and projects as assigned by management

II. Planning, Productivity and Decision Making

  1. Effectively prioritizes own work in order to complete job responsibilities. Displays ability to adjust priorities based upon understanding of policies and procedures.
  2. Completes agreed upon responsibilities within required timeframe, according to established schedules or workflow requirements.
  3. Displays an ability to evaluate areas in need of improvement and provides input in order to improve current methods, services, programs or technology.
  4. Reviews and assesses information before making decisions and solving problems.
  5. Uses proper judgment and knowledge of established practices and procedures when addressing problems or issues.

III. Customer Service

  1. Establishes and maintains effective relationships with customers, gaining their trust and respect.
  2. Anticipates customer needs and proactively addresses them.
  3. Understands the customer’s business and the importance to the organizations mission.
  4. Is dedicated to meeting and exceeding the expectations and requirements of internal and external customers.
  5. Follows the established procedures and effectively uses tools to provide high level support to customers.

IV. Teamwork

  1. Demonstrates an ability to work well with employees at all levels across WIH & BH.
  2. Contributes information, ideas and opinions in a group setting.
  3. Represents own ideas and solutions while acknowledging and/or accepting ideas and solutions of others.

V. Communications

  1. Written communication is clear, concise and professional as well as appropriate to the recipient.
  2. Verbal communication is clear, professional in tone, non-threatening and appropriate to the recipient.
  3. Identifies which type of communication is appropriate under different circumstances.
  4. Is attentive, actively listens and can accurately relay information.

VII. Transportation

  1. Valid driver's license and access to an appropriately insured automobile required.

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