Workforce Planning Lead

Hi. We’re Hummingbird.

We’re elevating patient access so patients can get healthcare how, when, and where they need it.  We partner with healthcare systems to transform how patients access care, enabling their providers to focus on what matters most – caring for patients. By managing patient access as a technology-enabled service, we help health systems stabilize costs and improve patient experience while creating good jobs that attract and retain talent in the industry.  Our team of experts is obsessed with the connection between the people, processes, and technology that make healthcare organizations hum. Join us and help build the healthcare experience we want for our communities, our families, and ourselves.

Summary

As a Workforce Planning Lead at Hummingbird, you will lead the design and implementation of systems, models, and practices that enable strategic workforce planning across the organization. This role connects people, data, and business strategy to help leaders anticipate capacity needs, make informed staffing decisions, and support talent effectiveness. Acting as both a program architect and internal advocate, you will ensure workforce planning is not only operationalized but embraced as a shared responsibility across the organization.

Responsibilities

Employment Eligibility: Candidates must be legally authorized to work in the United States without sponsorship.

FLSA Status: Exempt

Compensation: $109,000 - $133,000 per year less statutory deductions

Work Location: This position is remote. You must work from a location within the United States with consistent internet service.

Travel: 2-3 times per year for client visits, training, and company events

Benefits Eligible: Yes

People Manager: No

Workforce Planning Strategy and Execution

• Build and institutionalize a scalable workforce planning capability that informs future supply and demand.

• Define and lead annual and rolling planning cycles with documented intake and forecasting processes.

• Deliver capacity insights and workforce recommendations that align with client demand and business strategy.

• Evaluate planning accuracy and continuously improve models and inputs based on historical trends.

• Establish standards for plan ownership and ensure integration into business and talent planning rhythms.

Staffing Oversight and Resource Allocation

• Design planning tools and dashboards that provide visibility into upcoming work, talent allocation, and projected availability.

• Maintain tools and dashboards that provide visibility into talent allocation and upcoming needs.

• Own the end-to-end integrity of time tracking, including system setup, process enforcement, and regular audits to ensure accuracy and usability.

• Leverage time tracking and capacity data to guide staffing decisions and surface emerging resource gaps.

• Coordinate with the Performance and Mobility team to support redeployment and workforce transitions.

• Proactively identify inefficiencies or underutilization and advise leaders on potential resourcing optimizations.

Data Analysis and Modeling

• Build dynamic forecasting models using data from Workday, project systems, and financial forecasts.

• Integrate headcount, capacity, and skill data to assess workforce readiness and surface trends.

• Enable multi-scenario modeling to inform strategic decisions around growth, contraction, and redeployment.

• Monitor and flag potential workforce gaps and surpluses with sufficient lead time for action.

• Translate technical analysis into executive-ready insights that influence strategic conversations.

Program Design and Enablement

• Develop tools, templates, and governance structures that institutionalize workforce planning.

• Lead the creation of training resources and playbooks that enable consistent implementation.

• Support organizational readiness through workforce communications and planning education.

• Serve as the central coordination point for enterprise people planning efforts.

• Promote alignment across HR, Finance, and department leaders to ensure consistent planning practices.

Advocacy and Adoption

• Build trusted relationships and cultivate buy-in from functional and executive leaders.

• Facilitate planning conversations that connect workforce insights to real-world decisions.

• Promote workforce planning as a strategic business enabler, not just a compliance tool.

• Support cultural adoption of planning mindsets through training and coaching.

• Translate resistance into opportunity by empathizing with leader challenges and offering clear solutions.

Team Leadership

• Provide day-to-day leadership and hands-on support to a small team (typically 1–3 direct reports).

• Conduct regular 1-1s, offer feedback, and coach team members to support their growth and development.

• Manage performance for direct reports, including setting goals, delivering feedback, and escalating concerns when appropriate.

• Lead or contribute to hiring, onboarding, and termination decisions, in consultation with leadership and HR.

As an AI-forward organization, we embrace the responsible use of emerging technologies—including Generative AI—to enhance how we work, learn, and create value.

#LI-JR1

Required & Desired Skills

Required Skills and Experience

• 8+ years of experience in workforce planning, organizational strategy, or related fields.

• Advanced skills in data modeling, forecasting, and scenario analysis.

• Strong track record of integrating and synthesizing HRIS, project, and finance data.

• Experience leading cross-functional planning processes and developing enterprise tools.

• Demonstrated ability to present complex insights clearly to executive stakeholders.

• Skilled in stakeholder engagement and change enablement.

• Proven ability to manage multiple priorities in a dynamic, matrixed environment.

• Excellent written and verbal communication skills.

Desired Skills and Experience

• Familiarity with Workday or equivalent Human Resources Information Systems (HRIS).

• Background in organizational design, workforce analytics, or talent strategy.

• Training in systems thinking, strategic planning, or change management.

• Experience driving equity-focused workforce solutions.

The Hummingbird Approach
We value a team that brings diverse perspectives and experiences to the work we do. While there are many ways to do this, people who are successful at Hummingbird:

• Lead with Respect by valuing kindness and working to actively foster an environment of inclusion and respect.
• Embrace Growth and seek out learning and growth for themselves and support those around them in their growth journey. They bring curiosity and an openness to innovation to all their interactions.
• Bring a Win Together mentality by approaching conflict directly, listening carefully, and seeking to understand. They problem-solve with the goal of finding successes, not trade-offs, for all involved.

Equal Opportunity Statement
Hummingbird Healthcare is an equal opportunity employer committed to diversity and inclusion. We do not discriminate based on race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected characteristic. We value the talents of individuals from all backgrounds and actively seek a diverse workforce. 

Our mission is to provide a fair and inclusive recruitment process for everyone, and reasonable accommodations are available to any applicant who may need them.  Please reach out to talent@hummingbird.healthcare to request accommodations and we’d be happy to chat.