Senior Manager, Workforce Planning & Development

Description

At Clarest Health , we are a leading healthcare organization committed to transforming patient care through innovative pharmacy services and personalized medication management. Our mission is to deliver high-quality, patient-centered care by leveraging technology, industry expertise, and medication data analytics to improve clinical outcomes, streamline medication management, and drive cost-effective solutions.

We partner with healthcare providers and home-based caregivers to ensure the best care for every patient, enhancing patient health at every step. Our automated dispensing solutions and efficient pharmacy services improve the overall efficiency of healthcare operations while ensuring the highest standards of patient care.

As a part of the Clarest Health team, you'll contribute to a mission-driven organization that is redefining the future of pharmacy services and making a meaningful impact on the lives of patients and healthcare professionals across the nation. Join us in our commitment to excellence, innovation, and improving healthcare outcomes for all.

We’re seeking a dynamic Sr. Manager, Workforce Planning & Development to partner with our Vice President of People & Culture and enterprise leaders to design, launch, and manage workforce planning and development initiatives. In this hands-on, builder role, you’ll translate business needs into internal talent pipelines, career pathways, and development programs, leveraging workforce data, automation, and AI-enabled tools to drive scalable solutions. This is a strategic, senior individual contributor role focused on building programs and processes that strengthen internal mobility, leadership development, and organizational capability— distinct from a traditional HR Business Partner or Generalist role.

Location: Remote (U.S. only; preference for candidates in the DMV area, as proximity to our Vienna, VA office can be helpful for periodic in-person meetings, though candidates outside this area are encouraged to apply)

Salary range: $90 - $119k + bonus eligible

Reports To: Vice President of People & Culture

Travel: Up to 10%

What We Offer

• Comprehensive Medical, Dental and Vision Insurance (as low as $13.73/pay)
• Paid Time Off
• Free Virtual Care – Telemedicine
• 401k with company match
• Referral Bonuses
• Life Insurance
• Make a difference in the lives of others!
• We are growing and that means more opportunities
  
  

Key Responsibilities

Talent Pipeline Development

• Build internal talent pipelines for priority roles by running talent review inputs, defining readiness criteria, and maintaining role-level pipeline views (now, next, later) with leaders.
• Build repeatable internal mobility mechanisms, including skills profiles, career architecture, job family mapping, and internal matching processes. Create simple templates and tooling that make it easy for managers to use.

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• Set internal fill and mobility targets for priority roles and track progress. Partner with Talent Acquisition when external sourcing is required and provide the data and role insights needed to improve candidate flow and hiring outcomes.
  
  

Workforce Development Programs

• Design, launch, and run development programs that build internal pipelines, including internship, externship, rotation, onboarding, and role-based learning programs. Own program playbooks, operations, participant tracking, and continuous improvement.
• Build career pathways and career architecture for key roles, including job families, leveling, progression criteria, and mobility guides. Drive adoption by translating the framework into manager-ready tools and employee-facing materials.
• Build and scale role-based upskilling and reskilling programs, including defined learning paths, assessments, and on-the-job application . Use automation and AI-enabled tools to streamline administration, measurement, and content iteration where appropriate.
• Build training and enablement materials to support workforce programs, including slide decks, facilitator guides, job aids, toolkits, and lightweight e-learning content.
• Build and run leadership development programs that improve manager effectiveness and strengthen readiness for future roles. Define success measures, manage cohorts, and adjust content and delivery based on results.
  
  

Workforce Planning & Insights

• Build workforce planning models for priority functions, including hiring demand forecasts, capacity scenarios, and skill mix requirements. Create the underlying data sets and assumptions and refresh models as the business changes.
• Identify workforce capability gaps, future skill requirements, and supply risks using quantitative analysis. Convert findings into specific actions, such as hiring plans, internal movement targets, development priorities, and timing recommendations.
• Build dashboards, scorecards, and simple tools that leaders can use to monitor talent supply, workforce risk, readiness, and internal fill. Automate recurring reporting where possible and use AI-enabled tools to speed analysis and improve consistency.
• Support org design work tied to workforce plans by building spans and layers analyses, role and team design options, and decision materials. Translate future-state design into practical workforce impacts and staffing plans.
  
  

Workforce Initiatives & Innovation

• Design and test workforce pilots that improve capacity and capability, such as internal transfer and relocation processes, flexible staffing models, and workflow changes. Document what works and scale successful approaches.
• Own end-to-end execution for workforce programs and pilots, including scope, stakeholder alignment, launch, adoption, operational handoff, and the buildout of SOPs, templates, and tracking tools.
• Define success measures, build basic reporting, and iterate quickly based on results. Improve processes and use automation and AI-enabled tools to reduce manual work and increase consistency.
• Must adhere to Clarest’s Code of Conduct, follow Clarest Compliance policies and procedures, and report any suspected violations of any federal or state laws to either their direct supervisor, Human Resources or the Compliance Officer
  
  

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This list of responsibilities is not exhaustive and additional tasks may be assigned as needed.

Qualifications

• Bachelor’s degree required; equivalent experience may substitute where appropriate; MBA preferred.
• Advanced coursework or certification in workforce planning, analytics, or talent strategy preferred.
• 7–10+ years of experience with deep specialization in workforce planning, talent strategy, workforce development, or people analytics.
• Proven ability to design and execute workforce programs and processes from concept through measurable outcomes (e.g., internal fill rate, readiness, time-to-fill, retention, and internal mobility).
• Hands-on experience building training materials and program toolkits. Proficient with core Microsoft tools (Excel, PowerPoint, Word) and comfortable using basic design tools (e.g., Canva or Adobe) to create clear, usable learning assets.
• Strong working skills in spreadsheets and data tools; experience with BI tools is preferred. Comfortable using automation and AI-enabled tools to improve execution and reporting.
  
  

Skills & Abilities

• Builder Mentality: Designs and iterates models, templates, and tools from the ground up, continuously improving solutions through feedback and practical use.
• Analytical Rigor: Comfortable working with complex or messy data, validating assumptions, documenting methods, and using insights to drive decisions.
• Bias for Action: Moves quickly from idea to execution, piloting solutions, learning fast, and delivering practical results without waiting for perfect information.
• Comfort with Ambiguity: Navigates unclear inputs, aligns stakeholders, and turns uncertainty into clear, actionable plans.
• Strategic Thinking & Execution: Connects business strategy to workforce planning, creating structured approaches that achieve measurable outcomes.
• Innovation Mindset: Identifies and implements practical improvements to workforce processes and programs, leveraging technology and creative approaches when appropriate.
• Influence Without Authority: Builds credibility and drives results through strong partnerships and collaboration across teams.
• Execution Excellence: Delivers tangible results, balancing strategy, analytics, and operational follow-through to impact organizational performance.
  
  

Clarest Health is an Equal Opportunity Employer. Reasonable accommodations will be made to enable individuals with disabilities to apply for a job or to perform the essential functions of their job.

We are accepting applications for this role for the next 5 days. We encourage interested candidates to apply as soon as possible for full consideration.