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Remote Strategic Workforce Planning Jobs in Park Ridge, IL

KPMG LLP

Change Management Consultant

Chicago, IL · On-site +1

... Strategic Workforce Planning, Learning & Development, Talent Acquisition, and Employee Experience. * Establish metrics and dashboards for talent health, skills readiness, and workforce productivity.

Stryker

Senior Manager, Digital (remote)

Chicago, IL · On-site +1

$153K - $255K/yr

Lead and develop the Digital Marketing Operations team through workforce planning, hiring, coaching ... Experience in paid media channels, including paid search and paid social strategy and execution

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All JobsStrategic Workforce Planning JobsRemote Strategic Workforce Planning JobsRemote Strategic Workforce Planning Jobs in Park Ridge, IL

Remote Strategic Workforce Planning information

See Park Ridge, IL salary details

$55.1K

$112.5K

$153K

How much do remote strategic workforce planning jobs pay per year?

As of Aug 13, 2026, the average yearly pay for remote strategic workforce planning in Park Ridge, IL is $112,459.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,900.00 and $130,400.00 per year, depending on experience, location, and employer.

What is remote strategic workforce planning?

Remote Strategic Workforce Planning involves developing and implementing strategies to ensure an organization has the right number of people, with the right skills, in the right roles, working remotely. This process includes analyzing workforce data, forecasting future staffing needs, and aligning talent management practices with business goals. The remote aspect emphasizes managing distributed teams and leveraging digital tools to support a flexible and efficient workforce. Strategic workforce planners collaborate with leadership and HR to address talent gaps, succession planning, and remote work policies. This role is critical for organizations aiming to stay competitive in a rapidly changing, remote-friendly business environment.

What are the key skills and qualifications needed to thrive as a remote strategic workforce planning professional?

To thrive in Remote Strategic Workforce Planning, you need expertise in data analysis, workforce modeling, and human resources strategy, typically supported by a degree in HR, business, or a related field. Familiarity with HRIS systems, workforce analytics platforms, and advanced Excel or data visualization tools is often required. Strong communication, problem-solving, and collaboration skills are crucial for aligning stakeholders and driving remote initiatives. These capabilities are vital for designing agile talent strategies that support organizational goals in a distributed work environment.

What is the difference between Remote Strategic Workforce Planning vs Remote Workforce Analyst?

AspectRemote Strategic Workforce PlanningRemote Workforce Analyst
Primary FocusDeveloping long-term workforce strategies aligned with business goalsAnalyzing workforce data to support HR and operational decisions
Required SkillsStrategic planning, HR knowledge, data analysis, forecastingData analysis, reporting, HR systems, Excel skills
Work EnvironmentCollaborative, cross-departmental, often involves senior leadershipData-driven, analytical, often within HR or operations teams
Common UsageUsed by HR strategists, workforce planners, senior HR rolesUsed by HR analysts, data specialists, operational teams

Remote Strategic Workforce Planning focuses on creating long-term workforce strategies to meet future business needs, while Remote Workforce Analysts analyze current workforce data to inform immediate HR decisions. Both roles require analytical skills, but strategic planning emphasizes forecasting and alignment with business goals, whereas workforce analysis centers on data interpretation and reporting.

How does a remote strategic workforce planning professional collaborate with cross-functional teams to align workforce strategies with organizational goals?

Remote Strategic Workforce Planning professionals often work closely with HR, finance, and department leaders through virtual meetings, collaborative platforms, and shared analytics tools. They play a central role in gathering input from various departments to forecast talent needs, identify skill gaps, and develop actionable workforce plans that support business objectives. Regular check-ins, transparent communication, and data-driven presentations are crucial for ensuring alignment and buy-in across the organization, even in a fully remote environment.
What are popular job titles related to Remote Strategic Workforce Planning jobs in Park Ridge, IL? For Remote Strategic Workforce Planning jobs in Park Ridge, IL, the most frequently searched job titles are:
What job categories do people searching Remote Strategic Workforce Planning jobs in Park Ridge, IL look for? The top searched job categories for Remote Strategic Workforce Planning jobs in Park Ridge, IL are:
What cities near Park Ridge, IL are hiring for Remote Strategic Workforce Planning jobs? Cities near Park Ridge, IL with the most Remote Strategic Workforce Planning job openings:
Remote Strategic Workforce Planning jobs near you

HRBP, Senior Manager, HMS

Huron Consulting Group

Chicago, IL • On-site, Remote

Full-time

Medical, Dental, Vision

Re-posted 21 days ago

Huron Consulting Group rating

7.2

Company rating: 7.2 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

54th of 72 rated business consultants

Job description

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We're helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we're developing strategies and implementing solutions that enable the transformative change they need to own their future.
As a member of the Huron corporate team, you'll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron's collective strategies and enable real transformation to produce sustainable business results.
Join our team and create your future.
The Senior Manager, Human Resources Business Partner (HRBP) role in Healthcare Industry Managed Services focuses on aligning global HR strategies with business goals to support a consistent and unified end-to-end talent management experience in a dynamic high-growth environment.
In this role you will serve as a strategic advisor to business leadership to deliver leading-edge talent outcomes across workforce planning, performance management, employee engagement, leadership development, organizational design, and change management in a dynamic, client-focused environment. The ideal candidate brings strong HR expertise, business partner, and leadership experience, along with an understanding of the unique challenges and opportunities within Healthcare Managed Services and related operating models.
This individual will play a critical role in helping leaders build high-performing teams, navigate change, global expansion efforts, merger and acquisition integration, and foster a culture that supports business growth, client delivery excellence, and employee success.
Strategic Partnership
  • Partner with senior business leaders to develop, drive, and deliver global people strategies aligned with current and future goals of the Healthcare Industry Managed Services business.
  • Translate business priorities, including growth, service delivery, workforce productivity, and client satisfaction, into actionable people plans and talent priorities.
  • Serve as a trusted advisor on organizational effectiveness, team performance, leadership capability, and culture on a global scale.
  • Partner closely with global HR counterparts to align on key priorities, strategies, and initiatives-driving a cohesive, synergistic approach across all people programs, processes, and initiatives to ensure consistency and a unified, one-team experience for the business.
  • Collaborate with COEs (Learning & Talent, Talent Acquisition, Total Rewards) to drive alignment and coordination across key culture and talent pillars, ensuring a cohesive and consistent experience for the business.

Talent Management & Development
  • Work in close collaboration with the Managed Services HRBP team to deliver a best-in-class talent experience related to performance management, goal setting, talent calibration, and compensation planning.
  • Drive succession planning and leadership development initiatives to increase bench strength and organizational capability.
  • Coach leaders on feedback, employee development, team effectiveness, and performance improvement.

Workforce Planning & Analytics
  • Partner with business and technology leaders to evolve workforce strategies in alignment with AI, automation, and technology-enabled service delivery models, including redesign of roles, skills, and operating structures.
  • Leverage and analyze key people metrics (attrition, engagement, workforce trends, talent movement) to inform and drive proactive, strategic workforce planning aligned to business needs and growth.
  • Drive workforce models that optimize capacity, utilization, and cost across a blended domestic and global delivery workforce, including offshore and scaled operational teams.
  • Collaborate with talent acquisition to support hiring strategies that align with business needs and talent market conditions.

Employee & Labor Relations
  • Address employee relations issues with a balanced, business-focused, and employee-centered approach.
  • Provide guidance and support on complex employee matters, policy interpretation, and workplace concerns.
  • Partner with leadership and appropriate stakeholders on healthcare labor relations matters, where applicable, including supporting proactive issue resolution and maintaining positive employee relations practices.

Employee Experience & Engagement
  • Champion a high-performance, inclusive culture aligned with company values and business objectives.
  • Lead engagement initiatives, surveys, and action planning to enhance employee experience.
  • Gather people data and analytical insights to guide leaders on shaping the future by identifying internal and external global workforce trends and translating data into actionable short and long term talent strategies.
  • Support initiatives that promote leadership effectiveness, team collaboration, and organizational health.
  • Partner with leaders to foster an inclusive workplace that supports engagement, innovation, and belonging.

Change Management & Organizational Design
  • Work in close collaboration with senior leadership and the HRBP team to deliver leading-edge people strategies that align to business goals and objectives on a global scale.
  • Support organizational changes, team structure evolution, and business transformation initiatives.
  • Lead change management efforts associated with growth, client demands, operational shifts, or new business initiatives.
  • Advise leaders on organizational design to ensure alignment with strategic priorities and scalable growth.

Compensation & Rewards
  • Partner with Total Rewards to support compensation planning, promotions, and incentive programs, as well as deliver competitive Benefits programs.
  • Help ensure alignment between performance, rewards, and retention strategies within the business.
  • In collaboration with Total Rewards, develop compensation strategies that incentivize increased performance, retention of critical roles and maintain competitive positioning in high-volume operational talent markets

Required Qualifications
  • Bachelor's degree in Human Resources, Business, or related field.
  • 12+ years of progressive HR leadership experience, including significant experience in an HR Business Partner role ideally within the Healthcare industry.
  • Demonstrated ability to partner with senior leaders and influence business decisions through strategic HR delivery.
  • Strong business acumen and the ability to align talent strategies with operational and financial goals.
  • Experience managing HRBP teams and providing practical, business-oriented HR guidance.

Preferred
  • Master's degree in Human Resources or MBA.
  • HR certification a plus (e.g., SHRM-SCP, GPHR, SPHR).
  • Knowledge of global employment laws.
  • Understanding of healthcare labor relations.
  • Healthcare industry HR and/or managed services HR experience strongly preferred.
  • Experience working in matrixed, complex, or high-growth organizations that are geographically dispersed.
  • Professional services and/or consulting experience.
  • Understanding of benefits and compensation.

Core Competencies
  • Strategic visionary thinker with strong business acumen
  • Executive presence and strong influencing skills
  • Data-driven decision making
  • Change leadership
  • Employee and labor relations and coaching capability
  • Organizational effectiveness and problem-solving
  • Ability to thrive in a fast-paced, high-growth business environment

What Success Looks Like
  • Strong alignment between talent strategy and business objectives within the Healthcare Industry Managed Services business
  • Proactive approach to delivering value and impact related to employee engagement, talent management, and leadership effectiveness
  • Credible HR leader with demonstrated and in-depth expertise in the field of human resources
  • Effective collaboration with global HRBP leaders and team members
  • Proactive management of employee and labor relations matters
  • A high-performance, inclusive culture that supports business growth and service excellence

#LI-EA1
#LI-Remote
The estimated base salary range for this job is $130,000-$185,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron's annual incentive compensation program, which reflects Huron's pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $156,000-$222,000. The job is also eligible to participate in Huron's benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.
Position Level
Senior Manager
Country
United States of America

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About Huron Consulting Group

Sourced by ZipRecruiter

Huron Consulting Group, based in Chicago, IL, US, is a leading global management consulting firm specialized in providing performance improvement and reformation skills to different types of organizations. The company operates in the management consulting industry, which includes strategy, operations, technology, and analytics. Founded in 2002, Huron Consulting Group aids entities to tackle complex business challenges, enhance their ability to drive change, encourage their efficiency, and stimulate innovation. The company's overriding mission is to assist clients in becoming more successful.

Industry

Business management consulting

Company size

1,001 - 5,000 Employees

Headquarters location

Chicago, IL, US

Year founded

2002

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