About the Role

DaVita is seeking a Director of Clinical Talent Strategy to build and lead anenterprise-wide approach to attracting, developing, and retainingclinical 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 introducingnew ideasand challenging legacy processes.

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

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 

Influenceatthe 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 whilemaintainingstrong 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 recordof driving change and delivering measurable outcomes

• Healthcare or clinical experience is a plus, notrequired