Über diese Senior Manager Workforce Planning Stelle bei Datavant
Datavant is the data collaboration platform trusted for healthcare. Guided by our mission to make the world’s health data secure, accessible and actionable, we provide critical data solutions for organizations across the healthcare ecosystem - including providers, health plans, researchers, and life sciences companies. From fulfilling a single patient’s request for their medical records to powering the AI revolution in healthcare, Datavanters are building the future of how data is connected and used to improve health.
By joining Datavant today, you’re stepping onto a driven and highly collaborative team that is passionate about creating transformative change in healthcare.
What We’re Looking For:
Datavant is building a modern workforce planning capability that connects demand, workforce supply, productivity, backlog, cost, and operational constraints into clear capacity decisions. As a Senior Manager, Workforce Planning, you will own strategic capacity planning for complex service-delivery operations and build the planning suite leaders use to evaluate capacity, service, efficiency, and financial tradeoffs. You will use modern analytical and AI-assisted tools to replace manual planning processes with automated, adaptable solutions. This role begins as an individual contributor and may help shape or lead an expanded team as the function grows.
What You Will Do:
- Work remotely from anywhere in the United States, with regular availability during Eastern Time business hours and minimal travel.
- Own the design, build, operation, and continuous improvement of Datavant's strategic capacity planning suite, including the Capacity Ledger, Capacity Plan, and Capacity Scenarios.
- Replace capacity planners and FTE trackers traditionally built in Excel or Google Sheets with automated, connected solutions using Claude Code, Python, SQL, business intelligence tools, and modern data platforms. Partner with BI&A, Product, and technology teams on enterprise data connections and deployment support.
- Connect demand, backlog, workforce supply, skills, productivity, shrinkage, hiring, attrition, ramp, overtime, transfers, automation, and business events into a reliable view of capacity; identify gaps and surpluses and recommend actions before additional labor is approved.
- Build dynamic scenarios that allow leaders to test assumptions and compare service, staffing, productivity, automation, and cost tradeoffs in real time.
- Partner with leaders and subject-matter experts across Service Delivery, Finance, BI&A, Product, Account Management, Transformation, Human Resources, Training, and other operational functions to create trusted planning inputs and shared definitions.
- Establish planning cadences, governance, and performance-to-plan routines that keep assumptions current, explain variances, and verify whether expected productivity or automation gains become usable capacity.
- Translate complex data and model outputs into clear recommendations and practical actions for business reviews and operational decisions.
- Spend the first 30 days learning Datavant's operating model, workflows, systems, data, and planning practices; build and validate the initial suite during days 30-90; and begin phased deployment after day 90.
- Create scalable processes, documentation, and foundations that can support future peers, analysts, or direct reports as the Workforce Planning organization expands.
What You Need to Succeed:
- 8+ years of relevant experience, including substantial experience in workforce management, capacity planning, workforce strategy, forecasting, staffing, scheduling, or operational planning. Candidates may instead bring deep experience in complex healthcare, service-delivery, data, or technology-enabled operations if they demonstrate exceptional quantitative reasoning and the ability to quickly master workforce planning fundamentals.
- Strong command of workforce and capacity planning fundamentals, including workload forecasting, staffing requirements, productivity, shrinkage, attrition, ramp, service or response-time objectives, backlog, and cost tradeoffs, or the mathematical aptitude and learning agility to develop that command quickly.
- Demonstrated ability to build and maintain capacity, staffing, forecasting, or scenario models used for hiring, budget, workforce movement, service, and cost decisions.
- Hands-on experience using AI-assisted tools such as Claude Code, ChatGPT Codex, or comparable platforms with Python, SQL, BI tools, or modern data platforms to build, automate, harden, or materially improve planning models and workflows.
- Ability to explain solutions personally built or enhanced, including the planning need, data sources, logic, validation approach, automation achieved, and impact on decision speed or adaptability.
- Ability to work effectively with incomplete or imperfect data by separating facts from assumptions, using ranges and scenarios appropriately, validating outputs with operators, and improving models as evidence develops.
- Strong critical thinking, mathematical reasoning, systems thinking, and structured problem-solving skills.
- Strong business and financial acumen, including the ability to translate capacity findings into staffing, labor, budget, productivity, service, and cost recommendations.
- Exceptional written and verbal communication skills and the ability to influence decisions across functions without relying on direct authority.
- Relevant education may complement professional experience, but demonstrated workforce, capacity planning, operational, and analytical experience is valued over a specific degree requirement.
We are committed to building a diverse team of Datavanters who are all responsible for stewarding a high-performance culture in which all Datavanters belong and thrive. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status.
At Datavant our total rewards strategy powers a high-growth, high-performance, health technology company that rewards our employees for transforming health care through creating industry-defining data logistics products and services.
The range posted is for a given job title, which can include multiple levels. Individual rates for the same job title may differ based on their level, responsibilities, skills, and experience for a specific job.
To ensure the safety of patients and staff, many of our clients require post-offer health screenings and proof and/or completion of various vaccinations such as the flu shot, Tdap, COVID-19, etc. Any requests to be exempted from these requirements will be reviewed by Datavant Human Resources and determined on a case-by-case basis. Depending on the state in which you will be working, exemptions may be available on the basis of disability, medical contraindications to the vaccine or any of its components, pregnancy or pregnancy-related medical conditions, and/or religion.
This job is not eligible for employment sponsorship.
Datavant is committed to a work environment free from job discrimination. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status. To learn more about our commitment, please review our EEO Commitment Statement here. Know Your Rights, explore the resources available through the EEOC for more information regarding your legal rights and protections. In addition, Datavant does not and will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay.
At the end of this application, you will find a set of voluntary demographic questions. If you choose to respond, your answers will be anonymous and will help us identify areas for improvement in our recruitment process. (We can only see aggregate responses, not individual ones. In fact, we aren’t even able to see whether you’ve responded.) Responding is entirely optional and will not affect your application or hiring process in any way.
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