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Workforce Management Consultant Jobs in Minnesota

Esri

Sr. Training Consultant

Minneapolis, MN · On-site

$93K - $178K/yr

Through consultation you will translate organizational goals into workforce development strategies ... Excellent prioritization and management of several engagements at once * Experience advising ...

Medtronic

Advanced Analytics Consultant

Minneapolis, MN · On-site

... management, talent acquisition, workforce planning, employe listening and inclusion and diversity. You will serve as a subject matter expert in talent data, leading multiple key projects that bridge ...

New

Deloitte

Business Strategy Senior Consultant

Minneapolis, MN · On-site

$109K - $133K/yr

... workforce, and operational strategy; working among strategic advisors to help our clients shape ... Ability to manage and prioritize multiple tasks in a fast-paced and dynamic environment * Strong ...

Deloitte

OneStream Senior Consultant

Minneapolis, MN · On-site

Leading OneStream Enterprise Performance Management solution design, configuration, testing, and ... From strategy to technology to operations, and across workforce, risk, assurance, and tax, Deloitte ...

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$19

$61

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How much do workforce management consultant jobs pay per hour?

As of Aug 23, 2026, the average hourly pay for workforce management consultant in Minnesota is $61.64, according to ZipRecruiter salary data. Most workers in this role earn between $38.61 and $76.97 per hour, depending on experience, location, and employer.

What does a workforce management consultant do?

A Workforce Management Consultant specializes in analyzing, optimizing, and implementing strategies to improve staffing, scheduling, and labor utilization within an organization. They assess current workforce processes, recommend technology solutions, forecast staffing needs, and help align labor resources with business goals. Their expertise helps organizations reduce costs, increase efficiency, and improve employee satisfaction. Consultants often work across industries, including retail, healthcare, and call centers, tailoring solutions to specific operational needs.

How does a workforce management consultant typically collaborate with different departments within an organization?

A Workforce Management Consultant frequently partners with various departments such as Human Resources, Operations, and IT to analyze staffing needs and implement effective scheduling solutions. Collaboration is key, as consultants must understand each department’s unique workflows and challenges to tailor workforce strategies that boost efficiency and employee satisfaction. Regular meetings, data sharing, and feedback sessions are common practices to ensure alignment and the successful execution of workforce initiatives. This cross-functional teamwork not only helps streamline processes but also fosters a culture of continuous improvement.

What are the key skills and qualifications needed to thrive as a workforce management consultant, and why are they important?

To thrive as a Workforce Management Consultant, you need expertise in workforce planning, data analysis, and process optimization, often supported by a degree in business, human resources, or a related field. Familiarity with workforce management software (such as Kronos or Workday), advanced Excel skills, and relevant certifications like SHRM-CP or Six Sigma are typically required. Strong communication, problem-solving, and stakeholder management abilities help consultants drive change and build client trust. These skills are crucial for delivering data-driven recommendations that improve organizational efficiency and workforce productivity.

What is the difference between Workforce Management Consultant vs Workforce Analyst?

AspectWorkforce Management ConsultantWorkforce Analyst
CredentialsTypically requires a bachelor’s degree in business, HR, or related field; certifications like Workforce Management Certification are commonUsually holds a bachelor’s degree in data analysis, business, or related area; certifications in analytics or workforce management are beneficial
Work EnvironmentConsults with organizations, often in an advisory capacity, across various industriesWorks within organizations to analyze workforce data and optimize staffing and scheduling
Employer & Industry UsageUsed by consulting firms and large corporations to improve workforce strategiesEmployed by companies in retail, healthcare, and call centers to manage staffing and scheduling

While both roles focus on workforce optimization, a Workforce Management Consultant provides strategic advice and solutions to organizations, whereas a Workforce Analyst primarily analyzes data to support staffing decisions within a company.

What are popular job titles related to Workforce Management Consultant jobs in Minnesota?

For Workforce Management Consultant jobs in Minnesota, the most frequently searched job titles are:

What job categories do people searching Workforce Management Consultant jobs in Minnesota look for?

The top searched job categories for Workforce Management Consultant jobs in Minnesota are:

What are popular job titles related to Workforce Management Consultant jobs in MN?

For Workforce Management Consultant jobs in MN, the most frequently searched job titles are:

Workforce Management Consultant jobs near you
Infographic showing various Workforce Management Consultant job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 3% Contract, and 1% Nights. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $128,201 per year, or $61.6 per hour.

Director, Organizational Effectiveness and Workforce Strategy

Thrivent

Minneapolis, MN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 5 days ago

Thrivent rating

8.8

Company rating: 8.8 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

Job description

The Director, Organizational Effectiveness and Workforce Strategy is an enterprise leader responsible for advancing Thrivent's Organizational Effectiveness capability. This role helps leaders translate business strategy into the organizational structures, workforce capabilities, leadership practices, and execution plans required to achieve measurable business results.
Serve as a strategic advisor to senior business and HR leaders, the Director engages early in enterprise priorities to diagnose organizational needs, shape solutions, and guide execution. The role leads work across organization strategy and design, workforce strategy and planning, work design, enterprise change, leadership and team effectiveness, and organizational health.
By considering organizational, workforce, talent, and change implications early, this role enables stronger alignment, faster transformation, greater workforce readiness, and sustainable performance.
As a member of the Talent and Culture leadership community, the Director partners with senior Talent and Culture leadership to prioritize the enterprise Organizational Effectiveness agenda. The Director leads demand management, resource deployment, standards, and execution within the agreed priorities while working closely with HR Business Partners, Talent Partners, business leaders, and enterprise stakeholders.
DUTIES & RESPONSIBILITIES:
Organization Strategy and Design
  • Translate business strategy into organizational structures, operating models, governance, decision rights, and clear accountabilities.
  • Lead organization and work-design efforts that improve alignment, agility, coordination, and performance while addressing the implications of growth, restructuring, transformation, and technology.

Workforce Planning and Future Readiness
  • Translate business strategy into future workforce, skill, capacity, and capability needs.
  • Use analytics and scenario planning to identify emerging risks and guide work redesign in response to changing business needs, artificial intelligence, automation, and other evolving technologies.

Change and Transformation
  • Develop change strategies that strengthen readiness, alignment, adoption, reinforcement, and business value realization.
  • Coordinate change across transformation initiatives by identifying dependencies, cumulative impacts, workforce implications, and capacity risks.

Leadership and Team Effectiveness
  • Strengthen leadership alignment, team performance, decision quality, accountability, and execution.
  • Support leaders and teams through transitions and change using targeted interventions that improve collaboration and performance.

Enterprise Consulting
  • Diagnose complex organizational challenges using business data, workforce analytics, organizational insights, and stakeholder perspectives.
  • Recommend practical solutions and influence senior leaders through strategic insight, constructive challenge, facilitation, and consulting expertise.

Governance and Operating Model Leadership
  • Partner with senior Talent and Culture leadership to prioritize Organizational Effectiveness demand based on business need, value, risk, dependencies, and capacity.
  • Lead portfolio sequencing and resource deployment within agreed priorities while establishing consistent methods, tools, and delivery standards.

Strategic HR Partnering
  • Partner with HR Business Partners, Talent Partners, Strategy, Finance, Technology, and transformation leaders to deliver integrated and executable organizational and workforce solutions.
  • Clarify roles and engagement expectations while ensuring Organizational Effectiveness is involved early in strategic priorities.

Measurement and Business Impact
  • Define measures of organizational health, workforce readiness, leadership alignment, adoption, and business performance.
  • Establish clear outcomes and use evidence and feedback to evaluate impact and improve solutions.

Team Leadership and Capability Building
  • Lead and develop Organizational Effectiveness professionals to operate as enterprise consultants and strategic advisors.
  • Build scalable methods, tools, and capabilities that strengthen Organizational Effectiveness across HR and business leaders.

QUALIFICATIONS & SKILLS:
Required:
  • Bachelor's degree in organizational development, human resources, business administration, industrial-organizational psychology, behavioral science, or a related field, or an equivalent combination of education and relevant experience. Master's degree in a relevant field preferred.
  • 10+ years of progressive experience in organizational effectiveness, organization design, transformation, workforce strategy and planning, consulting (internal or external), change leadership, and HR strategy
  • 5+ years of leadership experience, including at least two years of direct people-management experience.
  • Experience applying change management methodologies, such as Prosci ADKAR or Kotter's 8-Step Process; relevant certification preferred.
  • Experience applying organization design methodologies, such as Galbraith's Star Model or the McKinsey 7S Framework;
  • Deep expertise in organizational effectiveness, organization design, workforce strategy and planning, work design, and change leadership.
  • Demonstrated experience leading complex, enterprise-wide organizational and transformation initiatives.
  • Strong consulting, facilitation, and executive-influence skills, including the ability to drive alignment without direct authority.
  • Ability to translate business strategy into practical organizational and workforce solutions.
  • Strong business and financial acumen and an understanding of how organizational and workforce decisions affect enterprise performance.
  • Demonstrated ability to assess the organizational, workforce, leadership, and change implications of artificial intelligence, automation, and emerging technologies.
  • Strong analytical capability using workforce data, organizational insights, scenarios, and business metrics to guide decisions.
  • Experience establishing governance, methodologies, tools, operating frameworks, and enterprise standards.
  • Experience managing demand, deploying resources, sequencing a portfolio, and navigating competing priorities.
  • Sound enterprise judgment and the ability to balance strategic thinking with pragmatic execution.
  • Track-record of building high-performing teams and developing Organizational Effectiveness capability at scale.
  • Experience advising senior leaders and influencing enterprise decisions without direct authority

Preferred:
  • Relevant Org Design methodologies certification preferred.

Pay Transparency
Thrivent's long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $161,436.00 - $218,415.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.
Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.
The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent's plans/policies are subject to change at any time at Thrivent's discretion.
Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.
Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.

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