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Workforce Disruption Jobs in Tennessee (NOW HIRING)

Assembly Food Hall

Facility Operations

Nashville, TN · On-site

Respond quickly to spills, trash, and other maintenance needs with minimal guest disruption ... As part of our commitment to maintaining a legal workforce, we verify the employment eligibility of ...

RSM

Key Account Executive - Industrials

Nashville, TN · On-site

... chain disruption, margin pressure, automation, workforce constraints, regulatory compliance, transaction readiness, and operational modernization. * Develop and present multi-service value ...

GEODIS

Manager Change Management

Brentwood, TN · Hybrid

... a workforce spanning corporate transportation planners, brokerage and TM operations teams, cross ... Tracks go-live disruption (productivity dip depth and duration versus baseline) and drives it down ...

New

USPI, INC.

Credentialing Coordinator PRN

Nashville, TN · On-site

... disruption in services. * Stay up-to-date with industry regulations and requirements, ensuring ... A diverse workforce, combined with an inclusive culture, makes USPI stronger and better able to ...

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Workforce Disruption information

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.

What are popular job titles related to Workforce Disruption jobs in Tennessee?

For Workforce Disruption jobs in Tennessee, the most frequently searched job titles are:

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

The top searched job categories for Workforce Disruption jobs in Tennessee are:

Workforce Disruption jobs near you
Infographic showing various Workforce Disruption job openings in Tennessee as of August 2026, with employment types broken down into 87% Full Time, 7% Part Time, and 6% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution.

Human Resources - Project Manager - Hybrid

Surgery Partners

Brentwood, TN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 28 days ago

Surgery Partners rating

7.7

Company rating: 7.7 out of 10

Based on 85 frontline employees who took The Breakroom Quiz

159th of 889 rated healthcare providers

Job description

This is a hybrid position based at our beautiful corporate office located in Brentwood, TN, with on-site work required Monday through Wednesday.
Duties and Responsibilities
Project Management Leadership
  • Develop and manage a comprehensive project portfolio and roadmap working closely with senior HR leadership and other key stakeholders.
  • Lead and manage the planning, execution, and delivery of strategic HR projects, ensuring alignment with the company's objectives and HR strategy.
  • Establish detailed project plans with defined scopes, goals, deliverables, timelines, milestones, and budgets.
  • Track project progress and adjust plans as needed to ensure successful, timely delivery and project success.
  • Develop and execute change management plans to support successful integration and adoption of new processes, programs, and systems.
  • Establish key performance indicators (KPIs) to measure success and track progress.

Cross-Functional Collaboration
  • Partner with HR leadership, functional teams, and internal stakeholders to drive initiatives that impact multiple areas of the organization, including Workforce Management and labor analytics, talent acquisition, learning and development, employee engagement, performance management, compensation and benefits, and HR technology.
  • Engage with third-party vendors, consultants, and external partners to ensure successful delivery of HR-related projects and solutions.
  • Serve as the primary point of contact for various project teams, providing leadership, guidance, and support across all phases of the project lifecycle.

Communication and Executive Reporting
  • Facilitate communication and collaboration among cross-functional teams to ensure alignment, drive decision-making, and resolve conflicts.
  • Regularly report project status, key milestones, risks, and recommendations to the HR Senior Leadership Team.
  • Prepare and present executive-level reports, dashboards, and presentations, ensuring clear and concise communication of progress and outcomes.
  • Ensure executive stakeholders are informed and engaged throughout the project lifecycle.

Risk Management and Issue Resolution
  • Proactively identify and mitigate potential risks, issues, and obstacles, ensuring timely resolution and minimal disruption to project timelines.
  • Implement change management strategies to ensure smooth adoption of new HR programs and initiatives across the organization.

Continuous Improvement and Best Practices
  • Monitor and evaluate the effectiveness of completed projects and initiatives, identifying areas for continuous improvement and efficiency gains.
  • Share insights, lessons learned, and best practices with the HR team and the broader organization to drive ongoing improvements in HR project management.

Qualifications
Education
  • Bachelor's degree in Human Resources, Business Administration, or a related field required.
  • Master's degree preferred.

Experience
  • Minimum of 5-7 years of experience in project management.
  • At least 2 years of experience leading change management initiatives that include communication, training, and ongoing sustainment.
  • Experience working across distributed teams on enterprise-wide, high-impact initiatives.
  • Experience working with external vendors, consultants, and partners to deliver HR solutions.
  • 2 or more years of Human Resources experience.

Licenses/Certifications
  • Project Management Professional (PMP) or other project management certification highly preferred.
  • Prosci Change Practitioner or other change management certification highly preferred.

Knowledge, Skills, and Abilities
  • Proven ability to manage complex, multi-stakeholder projects and initiatives across cross-functional teams.
  • Excellent communication, interpersonal, and leadership skills with the ability to build relationships, influence, and drive change across diverse teams.
  • Strong problem-solving and decision-making abilities, with a focus on results and continuous improvement.
  • High level of attention to detail and strong organizational skills.
  • Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities simultaneously.

Core Competencies
HR Core Competencies
  • Intellectual Curiosity and Empathy: Must have the desire to learn all aspects of the business and understand its goals. Should view the attainment of these goals as a critical measure of performance with deep care for the business workforce and be a proactive force behind workforce strategy.
  • Problem-Solving: Must be comfortable working with business leaders and managers to address workforce challenges or issues. Rather than viewing problems as "yours," HR should view them as "ours" and be an active part of the solution.
  • Risk-Taking and Courage: Comfortable saying "no" and offering alternative opinions or actions to business leaders.
  • Digital Acumen: Ability to analyze and interpret people-related data and use it to help business leaders better understand workforce needs and incorporate results into workforce strategy and planning.
  • Business-Language Knowledge: Ability to speak "in business" and possess strong business acumen. This includes understanding the details of the business being served, along with its jargon and acronyms.
  • Networking Skills: Ability to develop relationships with individuals who possess knowledge and decision-making responsibilities, both within and outside the organization.
  • Change-Management Skills: Ability to facilitate discussions around change and transformation. Ability to identify where and when change management will be needed and proactively participate in developing plans.
  • Discretion: Ability to handle sensitive and confidential information with professionalism and integrity.

Working Conditions
Physical Requirements
  • Talk / Hear
  • See
  • Stand
  • Sit
  • Repetitive Use of Hands
  • Manual Dexterity

Hazards and Atmospheric Conditions
  • Normal Office Surroundings

Competencies
Agility
  • Resourcefulness: Adapts quickly to changing circumstances; cleverly navigates obstacles and constraints.
  • Manages Uncertainty: Comfortable when things are in flux; readily shifts approach or behavior to fit changing circumstances.

Bias to Action
  • Action Oriented: Propensity to act or decide and move forward with a logical approach; can decide and act without having the total picture.
  • Delivering Results: Strives for high levels of achievement; maintains a clear and steady focus on meeting goals despite obstacles; is resilient when encountering setbacks.

Customer Focus
  • Identifying with Customers: Understanding who the external and internal customers are and what they value.

Managing Complexity
  • Essence: Extracts the core meaning out of complex situations; can separate the important from the noise when problem solving; hunts for the root cause of successes and failures.

Benefits:
  • Comprehensive health, dental, and vision insurance
  • Health Savings Account with an employer contribution
  • Life Insurance
  • PTO
  • 401(k) retirement plan with a company match
  • And more!

ENVIRONMENTAL/WORKING CONDITIONS: Normal busy office environment with much telephone work. Possible long hours as needed. The description is intended to provide only basic guidelines for meeting job requirements. Responsibilities, knowledge, skills, abilities and working conditions may change as needs evolve.
*If you are viewing this role on a job board such as Indeed.com or LinkedIn, please know that pay bands are auto assigned and may not reflect the true pay band within the organization.
*No Recruiters Please
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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