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Workforce Disruption Jobs (NOW HIRING)

U.S. Anesthesia Partners

$119 - $201/hr

... workforce disruption, and third-party failures. * Serves as the primary liaison between business continuity requirements and IT teams, translating business-defined recovery requirements into ...

ComPsych Corporation

$80 - $86/hr

The role combines strategic workforce forecasting and staffing planning with day-to-day oversight ... Consistent and reliable high-speed internet and workspace free from distraction, disruption, or ...

KEX Express

Legal Counsel

Carson, CA · On-site

$120K - $170K/yr

Union, labor relations, and workforce disruption risks * Review employee policies, handbooks, and disciplinary actions Business Advisory * Serve as a trusted legal partner to Operations, Sales ...

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Workforce Disruption information

See salary details

$35.5K

$104.1K

$160K

How much do workforce disruption jobs pay per year?

As of Sep 4, 2026, the average yearly pay for workforce disruption in the United States is $104,074.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,000.00 and $128,500.00 per year, depending on experience, location, and employer.

What is workforce disruption?

Workforce disruption refers to significant changes that impact the structure, roles, or functions of a company's workforce. These changes can be caused by factors such as technological advancements, economic shifts, organizational restructuring, or unexpected events like pandemics. Workforce disruption can lead to job displacement, the need for reskilling, and changes in how and where employees work. Organizations often respond to workforce disruption by developing new strategies for talent management and adopting flexible work models.

How does a Workforce Disruption Specialist typically collaborate with other departments during organizational change?

A Workforce Disruption Specialist works closely with HR, management, and communications teams to ensure smooth transitions during periods of organizational change, such as mergers, layoffs, or restructuring. They facilitate clear communication, provide support to affected employees, and help design transition plans that minimize operational disruptions. Regular meetings and cross-departmental workshops are common, allowing specialists to address concerns, gather feedback, and coordinate resources effectively. This collaborative approach helps ensure that workforce disruptions are managed proactively and empathetically.

What are the key skills and qualifications needed to thrive as a Workforce Disruption Specialist, and why are they important?

To thrive as a Workforce Disruption Specialist, you need expertise in change management, organizational development, and a solid understanding of labor laws and workforce analytics, usually supported by a degree in human resources or business. Familiarity with HRIS platforms, project management tools, and data analysis systems is commonly required, along with relevant certifications like SHRM-SCP or Prosci. Outstanding communication, conflict resolution, and adaptability are crucial soft skills for guiding organizations and employees through periods of change. These abilities ensure the effective navigation and mitigation of workforce disruptions, promoting organizational resilience and employee engagement.

What is the difference between Workforce Disruption vs Workforce Planning?

AspectWorkforce DisruptionWorkforce Planning
DefinitionEvents or factors that significantly alter the workforce, such as layoffs, strikes, or technological changes.The process of analyzing and forecasting an organization’s future workforce needs.
FocusManaging unexpected or disruptive changes in the workforce.Strategic preparation for future staffing requirements.
Work environmentDynamic, often crisis-driven situations.Proactive, planning-oriented activities.
Common usageDuring organizational upheavals or industry shifts.In HR strategy and talent management.

While Workforce Disruption involves managing sudden workforce changes, Workforce Planning focuses on preparing for future staffing needs. Both are essential HR functions but serve different purposes in organizational management.

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Cities with the most Workforce Disruption job openings:

What states have the most Workforce Disruption jobs?

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What job categories do people searching Workforce Disruption jobs look for?

The top searched job categories for Workforce Disruption jobs are:

Workforce Disruption jobs near you
Infographic showing various Workforce Disruption job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 13% Part Time, and 9% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $104,074 per year, or $50 per hour.

Director - Information Technology

US Anesthesia Partners, Inc.

Remote

$118K - $201K/yr

Full-time

Posted 26 days ago

U.S. Anesthesia Partners rating

8.3

Company rating: 8.3 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

Job description

Overview
POSITION SUMMARY: The Director - Business Continuity & Disaster Recovery is responsible for establishing, maturing, and sustaining an enterprise-wide business continuity and disaster recovery program in a distributed, multi-market healthcare environment. This individual contributor serves as the primary owner for business impact analysis, continuity playbook development, disaster recovery planning and validation, tabletop exercises, vendor resilience assessments, and executive program reporting. The role partners across clinical operations, revenue cycle, finance, human resources, and information technology to ensure continuity plans are practical, tested, and aligned to organizational risk tolerance.
The base pay estimate for this role is $118,500-$201,400 annually. The final offer will depend on the skills, experience, and qualifications of the selected candidate. This range is for base pay only and does not include bonuses or other compensation. This position is eligible for an annual bonus. Bonuses are not guaranteed and are awarded based on company and individual performance.
Job Highlights
ESSENTIAL DUTIES AND RESPONSIBILITIES: (The ideal candidate must be able to complete all physical requirements of the job with or without a reasonable accommodation)
  • Leads enterprise-wide business impact analysis efforts and maintains recovery time and recovery point objectives by business process, system, and market.
  • Develops, documents, and maintains business continuity playbooks for major business units and operational domains, including realistic healthcare disruption scenarios such as cyber incidents, system outages, facility loss, workforce disruption, and third-party failures.
  • Serves as the primary liaison between business continuity requirements and IT teams, translating business-defined recovery requirements into actionable disaster recovery planning criteria.
  • Designs and executes an annual disaster recovery testing program and facilitate tabletop exercises, after-action reviews, and remediation tracking.
  • Maintains an enterprise-wide gap register and remediation roadmap sourced from test results, exercises, business impact assessments, incidents, and vendor reviews.
  • Coordinates business-side crisis response activities during declared events, ensuring continuity playbooks are activated and escalation paths are followed while technical response remains with Information Security and IT Operations.
  • Assesses the resilience of key vendors and third parties, including their alignment with organizational recovery expectations and participation in joint validation exercises where needed.
  • Supports acquisitions and market onboarding by assessing continuity gaps and integrating newly acquired entities into the enterprise program.
  • Develops KPI-based executive reporting for senior leadership and stakeholders on program maturity, testing outcomes, vendor posture, and open recovery gaps.

Qualifications
KNOWLEDGE/SKILLS/ABILITIES (KSAs):
  • Bachelor's degree in business administration, healthcare administration, information technology, or related field, or equivalent professional experience.
  • 8+ years of progressive experience in business continuity, disaster recovery, or operational resilience program management.
  • Demonstrated experience in a healthcare environment with working knowledge of clinical operations, revenue cycle, and healthcare regulatory requirements.
  • Proven experience leading BIA, developing BCP playbooks, and managing DR testing in a complex, multi-site organization.
  • Experience interfacing with C Suite leadership and presenting program results to executive audiences.
  • Deep knowledge of BC/DR frameworks and standards (e.g., DRII GPG, ISO 22301, NIST SP 800 34), and related healthcare compliance expectations (e.g., HIPAA, SOC 2, HITRUST).
  • CBCP, CBCI, or ISO 22301 Lead Implementer (or equivalent) required; CBCP preferred, or commitment to obtain within 12 months.
  • Healthcare-specific BC certification (e.g., HBCCP) and advanced credentials such as MBCP and/or PMP preferred.
  • Exceptional ability to translate complex continuity and recovery concepts into clear, concise executive communications and presentations.
  • Strong program management discipline, including structured planning, dependency management, and accountability tracking across large stakeholder groups.
  • Proven ability to drive execution and maintain momentum across organizational boundaries without direct authority.
  • Strong facilitation skills with the ability to lead executive-level tabletop exercises and after-action reviews effectively.
  • Demonstrated ability to build quantitative disruption cost models, including revenue impact, labor cost, and regulatory exposure components, and to present findings in terms that resonate with finance and executive leadership.
  • High credibility and composure in executive settings; able to represent the program independently in leadership forums.
  • Ability to manage multiple simultaneous workstreams in a dynamic, geographically distributed environment.

*The physical demands described here are representative of those that may need to be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • Occasional Standing
  • Occasional Walking
  • Frequent Sitting
  • Frequent hand, finger movement
  • Use office equipment (in office or remote)
  • Communicate verbally and in writing

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