Leading a health system is complex and demanding work – and your executives are only as strong as the structures in place to support them. As the cornerstone of an effective workforce strategy, a comprehensive job architecture lays the foundation for your leadership team to thrive. This includes
clearly defined job titling and leveling frameworks to help drive consistency, communicate accountability, and support recruitment, retention and engagement.
A comprehensive executive career framework allows organizations to:
Streamline organizational hierarchy and decision-making processes
Form the basis for a competitive total rewards package with cascading remuneration opportunities
Support talent retention and career development
Download our infographic to view the latest benchmarks on leadership title by organization side, executive title utilization, and director title utilization.
Looking to dive deeper?
Optimize your workforce with access to data-driven intelligence.
Discover how the size, shape, and cost of your employee population compares to national benchmarks with our Workforce Metrics Benchmark Survey.
Become a data member to unlock exclusive benefits and join a select group of leading health care organizations as they look to stay ahead of the curve in a complex marketplace!
How Health Systems are Adapting Executive Compensation and Talent Strategies in 2026
Leadership Succession & Development
What It Takes to Prepare the Future-Ready Health System CEO
Related Resources:
Through SullivanCotter, health care organizations gain access to the organizational design and workforce strategy capabilities of our sister organization, Lotis Blue—a firm recognized for its talent and organizational insights and strategic approach to workforce challenges that affect retention and performance.
Together, we connect business strategy , and organizational capabilities to help leaders execute with clarity and confidence—decisions grounded in data and behavioral science. Our combined capabilities enable tailored solutions that address each health care organization’s most complex workforce and performance challenges.
What's New 2026
Updated incumbent template with new instructions tab and hover text functionality for the incumbent fields
Streamlined questionnaire order for participant clarity and readability
New sections added to the questionnaire for per diems and travel reimbursements as well as new questions added on locum tenens, governance process and regulations and more
Specialty list expanded to include three new specialties: cardiac surgery, neuroendovascular surgery and primary care – rural medicine
What's New 2026
Updated incumbent template with two new incumbent fields collecting data on non receiver status
Job list expanded to include three new jobs: top facilities management execute, second-level compliance executive and second-level pharmacy executive
Updated incumbent template with new instructions tab and hover text functionality for the incumbent fields
