Director, Workforce Transformation

Heartland Whole Health Institute is a non-profit that addresses physical, mental, emotional, and social well-being by working with health systems, employers, and communities to redesign health care delivery. Job Description: Job Title: Director, Workforce Transformation Reports to: Associate Vice President, Workforce Transformation FLSA Classification: Exempt Location: Bentonville, Arkansas (On-site) Date Reviewed : 08/09/2026 Who We Are Heartland Whole Health Institute (HWHI) is dedicated to transforming health care – beginning in our home of Northwest Arkansas and scaling to disrupt the national health crisis. We advocate, educate, and guide the implementation of an innovative system, rooted in whole health and the realignment of financial incentives. Our team members are collaborative, analytical, mission-driven, and working together to change the status quo. The Institute’s 85,000-square-foot facility is located on the Crystal Bridges Campus for Art and Wellness, which includes Crystal Bridges Museum of American Art and Alice L. Walton School of Medicine. About The Position The Director, Workforce Transformation provides strategic, operational, and subject matter leadership to advance health care workforce transformation initiatives aligned with organizational priorities and departmental direction. This role leads regional workforce planning, workforce development initiatives, partner engagement, and workforce data and analytics to identify and address health care workforce needs, strengthen workforce pipelines, and support sustainable workforce solutions across Northwest Arkansas and other priority regions. The Director serves as a workforce subject matter leader, translating established workforce priorities into actionable initiatives, partnerships, and measurable outcomes. The Director analyzes workforce trends and regional conditions, evaluates workforce needs and opportunities, and works collaboratively with health care employers, education and training partners, community organizations, and other stakeholders to advance workforce solutions. The Director works across organizational teams to incorporate relevant data and evolving health care delivery needs into workforce initiatives. Success in this role requires balancing strategic leadership with hands-on execution while translating data, workforce trends, and stakeholder perspectives into actionable recommendations and solutions. Success also requires strong analytical and relationship-building skills, the ability to navigate complex health care, education, and workforce environments, and the ability to collaborate across diverse stakeholders to advance sustainable workforce initiatives that strengthen health care workforce capacity and access to care. Essential Duties and Responsibilities Workforce Strategy

• Lead execution of regional workforce transformation initiatives aligned with organizational strategic priorities and departmental direction.
• Serve as a visible local and regional workforce leader, supporting partner engagement, community-based planning, and health care workforce ecosystem development.
• Facilitate partner input sessions, listening meetings, workgroups, and planning processes to identify workforce needs and develop actionable solutions.
• Advance workstreams related to health care workforce pipeline development, employer engagement, regional workforce forecasting, education-to-practice alignment, and community workforce readiness.
• Support the design and implementation of regional workforce strategies that align health care employer needs with education, training, policy, and strategic funding opportunities.
• Identify systemic barriers, interdependencies, and opportunities across clinical, administrative, technical, community-based, and interdisciplinary workforce segments.
• Evaluate whether proposed programs are responsive to documented demand, operationally feasible, financially sustainable, and capable of achieving measurable outcomes.
• Develop frameworks for scaling, replicating, or adapting effective workforce models across communities, occupations, or institutional settings.
• Incorporate rural, underserved, and geographically distributed workforce needs into regional planning and program design.
• Analyze state and national workforce policies, funding mechanisms, regulatory developments, and program models that may affect workforce supply, training capacity, retention, distribution, or care delivery.
• Help translate state and national workforce priorities into regional implementation strategies. Workforce Development
• Design and advance integrated workforce pathways spanning career awareness, preparation, education, clinical training, employment, retention, advancement, and leadership development.
• Align K-12 career-connected learning, postsecondary education, graduate and professional training, employer-based learning, and continuing development with demonstrated workforce needs.
• Evaluate gaps between educational output, employer demand, clinical training capacity, credentialing pathways, and workforce retention.
• Advance strategies that strengthen recruitment, onboarding, retention, upskilling, career mobility, and workforce well-being across priority occupations.
• Identify opportunities for apprenticeships, earn-and-learn models, stackable credentials, clinical placements, faculty and preceptor development, leadership development, and other approaches that reduce barriers to workforce entry and advancement.
• Promote training models that prepare professionals for whole health, team-based care, value-based care, technology-enabled practice, and evolving community needs.
• Develop measures that demonstrate the value and impact of workforce investments, including improvements in training capacity, workforce availability, geographic distribution, retention, employer participation, and access to care. Workforce Data and Analytics
• Direct regional workforce research, analysis, forecasting, and reporting activities that inform organizational strategy, investment decisions, and partner action.
• Establish analytical priorities and coordinate internal and external contributors responsible for workforce data collection, validation, analysis, visualization, and interpretation.
• Synthesize workforce supply, demand, vacancy, turnover, retention, training capacity, educational output, demographic, geographic-access, and labor-market data into actionable intelligence.
• Oversee the development and continuous improvement of workforce dashboards, regional profiles, environmental scans, forecasts, briefs, and public- or partner-facing data products.
• Apply scenario planning and comparative analysis to evaluate future workforce needs, training requirements, care-delivery changes, and potential intervention strategies.
• Translate complex findings into clear implications, recommendations, and decision materials for organizational leadership, employers, educators, funders, policymakers, and community partners.
• Establish standards for the accuracy, consistency, usability, transparency, and visual quality of workforce intelligence products.
• Develop evaluation frameworks and performance indicators that assess implementation, outcomes, sustainability, and the contribution of workforce initiatives to access, capacity, and community need.
• Evaluate the effectiveness of workforce interventions and recommend whether initiatives should be continued, modified, expanded, replicated, or concluded.
• Build internal workforce assessment, research, planning, and implementation capabilities while leveraging external expertise as appropriate to support organizational priorities. Workforce Transformation
• Support the advancement of workforce policy, statewide workforce planning, and strategic partnership priorities.
• Contribute research, analysis, and writing support for workforce-related briefs, presentations, funding proposals, legislative materials