Region Director Labor Analytics Central Region
The posted compensation range of $59.53 - $86.32 /hour is a reasonable estimate that extends from the lowest to the highest pay CommonSpirit in good faith believes it might pay for this particular job, based on the circumstances at the time of posting. CommonSpirit may ultimately pay more or less than the posted range as permitted by law.
- US-NE-Omaha |
Responsibilities
This is a remote role with a preference for a candidate to live in the Central Region area - Arizona, Minnesota, Nebraska. The Central Region is comprised of: Arizona, Iowa, Minnesota, Nebraska, and North Dakota.
CommonSpirit Health is seeking an experienced Region Director of Labor Analytics to lead workforce analytics strategy, operational performance consulting, and labor productivity improvement for hospitals in our Central Region. In this high-impact role, you will focus on enhancing labor efficiency, driving sustainable cost reduction initiatives, and ensuring operational alignment with system-wide productivity standards and goals. This role provides hands-on support to local hospital leadership, bridging national productivity strategies with real-time operational needs. The Region Director collaborates with finance, operations, HR, and clinical leadership to interpret labor data, identify opportunities for improvement, and implement best practices that enhance labor performance while upholding the Mission and Philosophy of CommonSpirit Health.
Key Responsibilities:
- Lead labor data analytics for the Central Region by analyzing workforce trends, productivity metrics, and operational benchmarks across all hospital departments using tools such as SQL, Tableau, and labor management systems (e.g., Clairvia, Kronos).
- Develop and refine statistical models to support labor forecasting, workforce optimization, and scenario planning, incorporating seasonality, volume trends, and departmental workload indicators.
- Interpret large datasets to identify labor inefficiencies, cost drivers, and opportunities for performance improvement; translate complex analytics into actionable insights for hospital executives and operational leaders.
- Design and maintain region-specific labor productivity dashboards and scorecards, ensuring timely and accurate reporting of key indicators such as paid hours per unit of service (UOS), overtime trends, and FTE utilization rates.
- Conduct variance analysis at the department and entity level, quantifying drivers behind performance deviations from budget or labor benchmarks using regression, correlation, and time series analysis.
- Utilize predictive analytics to assess future labor needs based on volume projections, market changes, and staffing trends; communicate staffing risks and capacity gaps proactively to hospital leadership.
- Apply root cause analysis techniques (e.g., 5 Whys, Pareto analysis) to labor cost overruns or underperformance; guide leaders through data-informed decision-making to resolve productivity issues.
- Support labor productivity target setting by evaluating historical data, peer benchmarks, and internal efficiency indicators; ensure alignment with system labor standards and productivity playbook guidelines.
- Partner with hospital finance and HR teams to ensure labor analytics are integrated into operational planning, workforce strategy, and budget development; reconcile productive and paid FTEs with volume drivers.
- Lead education and adoption of analytical tools and methodologies, ensuring that leaders can interpret productivity reports, understand key metrics, and utilize data for day-to-day decision-making.
Qualifications
Requirements
Bachelor’s degree in Business, Finance, Analytics, Healthcare Administration, or related field (Master’s preferred).
7+ years of experience in labor analytics, workforce planning, operational performance—preferably in healthcare with hospital experience
- Must have strong Finance experience.
Expertise with SQL, Tableau, and labor management systems (e.g., Clairvia, Kronos).
Strong statistical analysis skills (regression, correlation, time series).
Proven ability to communicate complex analytics to non-technical audiences.
Exceptional collaboration, leadership, and change management skills.
Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.
Unless directed by a Collective Bargaining Agreement, applications for this position will be considered on a rolling basis. CommonSpirit Health cannot anticipate the date by which a successful candidate may be identified.
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Depending on the position offered, CommonSpirit Health offers a generous benefit package, including but not limited to medical, prescription drug, dental, vision plans, life insurance, paid time off (full-time benefit eligible employees may receive a minimum of 14 paid time off days, including holidays annually), tuition reimbursement, retirement plan benefit(s) including, but not limited to, 401(k), 403(b), and other defined benefits offerings, as may be amended from time to time. For more information, please visit https://www.commonspirit.careers/benefits.
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CommonSpirit Health™ is an Equal Opportunity/Affirmative Action employer committed to a diverse and inclusive workforce. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, parental status, ancestry, veteran status, genetic information, or any other characteristic protected by law. For more information about your EEO rights as an applicant, please click here [PDF].
CommonSpirit Health™ will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c). External hires must pass a post-offer, pre-employment background check/drug screen. Qualified applicants with an arrest and/or conviction will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, ban the box laws, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances. If you need a reasonable accommodation for any part of the employment process, please contact us by telephone at (415) 438-5575 and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA). CommonSpirit Health™ participates in E-Verify.