Workforce Development and Optimization Specialist - Workforce Optimization - FT - Day

Position Status:

Full time Shift:

First Shift (Days - Less than 12 hours per shift) (United States of America) Hours per week:

• 40 Job Information
• Exemption Status: Non-Exempt
• A Brief Overview

The Workforce Development and Optimization Specialist is a professional with an in-depth knowledge, technical expertise, skill and competency that serves as a business partner and resource in orienting new team members and supporting organizational training initiatives. Acts as a change agent by suggesting new or innovative approaches based on evidence-based practices that result in improvements in quality outcomes.

Actively collaborates with other departments and organizations with orientation and onboarding for Stormont Vail team members as well as educational initiatives identified by the organization.

• Education Qualifications
• Bachelor's Degree Bachelor’s in Education, Human Resources, Communication, or related field. Required
• Master's Degree Preferred
• Experience Qualifications
• 2 years Experience in education or training functions. Required
• 1 year Experience in event planning, scheduling, or organizational onboarding functions. Preferred
• Experience with HRIS or Learning Management Systems. Preferred
• Skills and Abilities
• Strong project management and analytical skills with proven ability to manage multiple priorities while delivering high quality results. (Required proficiency)
• Ability to utilize Microsoft Office applications, including PowerPoint. (Required proficiency)
• Exceptional attention to detail and ability to manage complex scheduling. (Required proficiency)
• Basic computer troubleshooting. (Required proficiency)
• Strong communication skills and ability to work with team members of different backgrounds. (Required proficiency)

What you will do

• Develops, plans, and facilitates educational programs and learning activities within areas of expertise as part of the Workforce Development and Optimization team. Supports learner competence through effective instructional design, facilitation, and ongoing development opportunities.
• Manages the New Employee Orientation (NEO) Day 1 program for all new hires, including coordinating guest speakers, developing and maintaining program content, facilitating sessions, and tracking orientation completion.
• Manages New Leader Orientation and Learning Pathways, the Emerging Leaders Program, and the Leadership Academy Program including application processes, completion tracking, session and event coordination, and guest speaker management.
• Develops new learning content and facilitates multiple learning modules within leadership development programs.
• Supports management of the SVH Non-Clinical Summer Internship Program, including the department request process, candidate application review, intern onboarding, summer events, mentor program, and capstone celebration.
• Manages the Workforce Development and Optimization SharePoint site with information on new program content, learning resources, project information, engagement survey action planning, summer intern program, and annual performance evaluations.
• Communicates regularly with the learning and talent development team, talent acquisition, WDO consultants, organizational leaders, and guest speakers.
• Supports development and management of NEO budget.
• Promotes inclusion and belonging among new team member and acts as a role model for commitment to the SVH values and behaviors.
• Manages multiple projects concurrently, maintaining details and meeting deadlines.
• Advocates for education and development programs that support the needs of the learner and the organization.
• Ability to work a flexible schedule as required by meeting/event needs. This may include an occasional early morning, evening and weekend. Limited travel to SVH locations.
• Required for All Jobs
• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
• Performs other duties as assigned
• Patient Facing Options
• Position is Not Patient Facing
• Remote Work Guidelines
• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.
• Remote Work Capability
• Hybrid
• Scope
• No Supervisory Responsibility
• No Budget Responsibility No Budget Responsibility
• Physical Demands
• Balancing: Occasionally 1-3 Hours
• Carrying: Occasionally 1-3 Hours
• Climbing (Stairs): Rarely less than 1 hour
• Crouching: Rarely less than 1 hour
• Driving (Automatic): Rarely less than 1 hour
• Eye/Hand/Foot Coordination: Frequently 3-5 Hours
• Grasping (Fine Motor): Occasionally 1-3 Hours
• Grasping (Gross Hand): Occasionally 1-3 Hours
• Handling: Occasionally 1-3 Hours
• Hearing: Frequently 3-5 Hours
• Kneeling: Rarely less than 1 hour
• Lifting: Occasionally 1-3 Hours up to 50 lbs
• Operate Foot Controls: Rarely less than 1 hour
• Pulling: Occasionally 1-3 Hours up to 50 lbs
• Pushing: Occasionally 1-3 Hours up to 50 lbs
• Reaching (Forward): Occasionally 1-3 Hours up to 50 lbs
• Reaching (Overhead): Rarely less than 1 hour up to 50 lbs
• Repetitive Motions: Frequently 3-5 Hours
• Sitting: Frequently 3-5 Hours
• Standing: Occasionally 1-3 Hours
• Stooping: Rarely less than 1 hour
• Talking: Frequently 3-5 Hours
• Walking: Occasionally 1-3 Hours
• Working Conditions
• Infectious Diseases: Rarely less than 1 hour
• Needle Stick: Rarely less than 1 hour
• Noise/Sounds: Rarely less than 1 hour
• Risk of Exposure to Blood and Body Fluids: Rarely less than 1 hour
• Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
• Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.