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Provide consulting support to leaders seeking to improve workforce performance and staffing ... Lead organization-wide workforce optimization initiatives and transformation efforts. * Facilitate ...

Presbyterian Healthcare Services

Provide consulting support to leaders seeking to improve workforce performance and staffing ... Lead organization-wide workforce optimization initiatives and transformation efforts. * Facilitate ...

Slalom Consulting

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Boston, MA · On-site

... functional consulting experience, with expertise in at least one of the following - HR Service Delivery, Employee Center, Employee Journey Management, Workforce Optimization, or Legal Service ...

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As of Sep 1, 2026, the average hourly pay for workforce optimization consultant in the United States is $51.90, according to ZipRecruiter salary data. Most workers in this role earn between $31.73 and $68.99 per hour, depending on experience, location, and employer.

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Infographic showing various Workforce Optimization Consultant job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 9% Part Time, and 7% Contract. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $107,949 per year, or $51.9 per hour.

Consultant Workforce Development and Optimization - Workforce Optimization - FT - Day

Topeka, KS • On-site

Stormont Vail Health
Health Care and Social Assistance • 5 - 10K employees

6.0

Company rating: 6.0 out of 10

Based on 55 frontline employees who took The Breakroom Quiz

754th of 898 rated healthcare providers

People enjoy working here

Recommended by students

Respectful managers

Learn more about Stormont Vail Healthexternal

Full-time

Re-posted 29 days ago

Job description

Position Status:
Full time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
40
Job Information
Exemption Status: Exempt
A Brief Overview
The Consultant works collaboratively with assigned leadership groups to achieve key workforce strategies at the system and department levels. The Senior Consultant is differentiated from the non-senior role as follows: • Supports a more complex client group that requires heightened levels of support • May primarily support executive level clients vs director level • Operates in a more highly independent manner with minimal guidance from leadership • Is more capable of managing projects independently as well as collaboratively • More proactively identifies client needs and develops recommended solutions • Demonstrates and applies unique skills and brings unique experiences to the role
Education Qualifications
  • Bachelor's Degree in Business Administration, Human Resources or related field. Required
  • Master's Degree Preferred

Experience Qualifications
  • 5 years Human Resource experience (Manager, Specialist, Generalist, etc.) focused on organizational design, employee relations, compensation, benefits, change management, talent management and/or recruitment/retention activities. Required
  • Healthcare Experience Preferred
  • Experience successfully conducting consultative work in an organization with multiple stakeholders that include matrix relationships and reporting structures. Preferred

Skills and Abilities
  • Broad HR generalist knowledge, demonstrated by applied experience in multiple core HR functional areas.
  • Strong understanding of the organization's financial position, strategic plan, labor demands, operational landscape and ability to apply knowledge to guide people-related decisions and plans.
  • Demonstrated ability to use data to drive decision making and action. Excellent written and verbal communication skills.
  • Excellent training development and delivery skills.
  • Ability to build trusting and collaborative relationships with business leaders and the HR team.
  • Ability to maintain professional composure, confidence and effectiveness under pressure and changing conditions in a rapidly changing and fluid environment.
  • Strong team player who works collaboratively and willingly shares information, facilitates discussion and resolution of different viewpoints while promoting teamwork.
  • Ability to effectively work within an ambiguous work environment while exhibiting adaptability and flexibility in response to business priorities and initiatives.
  • General knowledge of all HR systems (e.g., Workday, API, etc.) and how they are utilized to support business outcomes.
  • Demonstrated ability to influence and coach leaders at all levels to create positive business outcomes.
  • Proven ability to prioritize and multi-task.
  • Energetic self-starter with a passion for their work. A highly engaged "hands on" team player who "owns" their business.

Licenses and Certifications
  • HR Certification Preferred

What you will do
  • Consults with operational leaders and HR subject matter experts to further the strategic goals of the organization related to People.
  • Assists assigned leadership groups to achieve excellence in People related to goals and tactics.
  • Leads effective roll-out of key projects in assigned areas, including but not limited to leadership development, leadership pipeline growth, employee engagement, recruitment and retention, performance management, and staff development.
  • Conducts in-depth analysis of workforce data, proactively identifying issues and solutions.
  • Serves as a trusted advisor and consultant, supporting efforts aligned with SVH People strategies and tactics.
  • Provides consistent interpretation and implementation of HR policies and procedures.
  • Maintains and applies general knowledge of legal requirements related to management of employees.
  • Builds and maintains effective working relationships with leaders, HR team members, and other key partners within the organization.
  • Understands business objectives and supports goals through the effective application of talent management practices.
  • Handles other projects, duties and responsibilities as assigned.

Travel Requirements
  • 5%

Required for All Jobs
  • Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
  • Performs other duties as assigned

Patient Facing Options
  • Position is Not Patient Facing

Remote Work Guidelines
  • Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
  • Stable access to electricity and a minimum of 25mb upload and internet speed.
  • Dedicate full attention to the job duties and communication with others during working hours.
  • Adhere to break and attendance schedules agreed upon with supervisor.
  • Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability
  • Hybrid

Scope
  • No Supervisory Responsibility
  • No Budget Responsibility No Budget Responsibility

Physical Demands
  • Balancing: Rarely less than 1 hour
  • Carrying: Rarely less than 1 hour
  • Climbing (Stairs): Rarely less than 1 hour
  • Driving (Automatic): Rarely less than 1 hour
  • Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
  • Feeling: Rarely less than 1 hour
  • Grasping (Fine Motor): Frequently 3-5 Hours
  • Grasping (Gross Hand): Occasionally 1-3 Hours
  • Handling: Rarely less than 1 hour
  • Hearing: Occasionally 1-3 Hours
  • Kneeling: Rarely less than 1 hour
  • Lifting: Rarely less than 1 hour
  • Operate Foot Controls: Rarely less than 1 hour
  • Pulling: Rarely less than 1 hour
  • Pushing: Rarely less than 1 hour
  • Reaching (Forward): Rarely less than 1 hour
  • Reaching (Overhead): Rarely less than 1 hour
  • Repetitive Motions: Frequently 3-5 Hours
  • Sitting: Continuously greater than 5 hours
  • Standing: Occasionally 1-3 Hours
  • Talking: Frequently 3-5 Hours
  • Walking: Rarely less than 1 hour

Working Conditions
  • Dusts: Rarely less than 1 hour
  • Extreme Temperatures: Rarely less than 1 hour
  • Noise/Sounds: Occasionally 1-3 Hours
  • Other Atmospheric Conditions: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.

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