Director, Talent Strategy

About the Role 

DaVita is seeking a Director of Clinical Talent Strategy to build and lead an enterprise-wide approach to attracting, developing, and retaining clinical talent. 

This role will own the end-to-end clinical talent strategy, ensuring strong pipelines, clear development pathways, and a deep bench of clinical leaders. The Director will unify fragmented efforts across the organization into a cohesive, scalable system while introducing new ideas and challenging legacy processes. 

This leader will operate as a change agent, setting enterprise standards for clinical talent while enabling local teams to tailor implementation to their business needs. 

Open to remote candidates

What You’ll Do 

Build and Transform Clinical Talent Strategy 

• Design and execute a unified, enterprise clinical talent strategy across DaVita, including external attraction and internal development and retention 

• Connect and scale existing initiatives into a cohesive, end-to-end talent system including recruiting, development, and talent management.  

• Identify and eliminate fragmented or low-value efforts that do not drive outcomes; introduce new ideas to close gaps 

• Translate business and clinical priorities into a multi-year talent strategy and roadmap 

• Partner with senior leaders, including the Chief People Officer, Operational leadership, and Clinical leadership to align priorities and strategy 

Strengthen Internal Talent Pipelines & Bench Strength 

• Establish enterprise standards for clinical talent reviews, including cadence, inputs, and expected outcomes; enable local teams to adapt within defined standards based on their needs 

• Partner with Clinical teams and People Team Centers of Excellence to build and scale pipelines & succession planning for critical clinical leadership roles 

• Increase visibility and mobility of high-potential clinical talent across markets and lanes 

• Elevate the quality of talent discussions to drive clear development and succession outcomes 

Shape Future External Talent Pipelines 

• Partner with Talent Acquisition to define forward-looking clinical talent needs 

• Influence external pipelining strategies to align with long-term workforce priorities 

• Challenge and elevate thinking to ensure pipelines are proactive, targeted, and sustainable 

Lead Clinical Upskilling & Development Strategy 

• Build enterprise roadmaps to upskill clinical roles and expand leadership pipelines 

• Scale successful pilot programs into consistent, enterprise-wide approaches 

• Identify gaps in current pipelines and design innovative solutions to address them 

• Ensure the organization is preparing talent for future roles, not just current demands 

Drive Governance and Execution 

• Stand up strong governance across all clinical talent initiatives 

• Develop and maintain executive scorecards, dashboards, project plans and trackers 

• Ensure accountability for outcomes, not just participation 

• Bring structure and discipline to complex, cross-functional workstreams 

Influence at the Executive Level 

• Build compelling executive-level materials and narratives to drive decisions 

• Navigate complex stakeholder dynamics with confidence and clarity 

• Challenge assumptions and push for higher standards while maintaining strong relationships 

What Success Looks Like 

• A clear, enterprise clinical talent strategy replaces fragmented efforts 

• Strong, visible bench of clinical leaders across key roles 

• Increased internal mobility into clinical leadership positions 

• Consistent, high-impact talent reviews that drive action 

• Scalable pipelines for future clinical leadership needs 

• Clear accountability and alignment across Talent, Clinical, and Operations 

What You Bring 

Core Capabilities 

• Strategic and critical thinking, ability to connect complex systems 

• Strong project and program management across multiple workstreams 

• Executive communication skills, especially building clear PowerPoint narratives 

• Ability to influence without authority across senior stakeholders 

• Confidence to challenge thinking and introduce new approaches 

• Ability to balance enterprise strategy with local flexibility 

Experience 

• Background in consulting, operations, HR, or a hybrid role 

• Experience leading enterprise-level strategy or transformation initiatives 

• Proven ability to work in complex, matrixed environments 

• Track record of driving change and delivering measurable outcomes 

• Healthcare or clinical experience is a plus, not required