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Workforce Strategist Jobs in Wisconsin (NOW HIRING)

Employment Resource Group

WI · On-site

$85 - $120/hr

Ensure labor strategies align with project schedule, cost, and workforce performance objectives. * Monitor labor trends, workforce availability, and broader market dynamics affecting the power ...

Educational Data Systems, Inc.

WI · On-site

$94.50 - $115.50/hr

Build and maintain relationships with the Workforce Board to align regional workforce strategies. * Serve as liaison between internal teams and the Workforce Board to support communication ...

Blain's Farm & Fleet

Senior HR Business Partner

Janesville, WI · On-site

$90K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

Understand how the business operates & proactively connect workforce strategies to real outcomes that matter * Organizational Development: Help shape how our organization aligns structure, talent and ...

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Workforce Strategist information

What is a workforce strategist?

A Workforce Strategist is a professional who analyzes an organization's workforce needs, designs strategies to align talent with business goals, and implements plans to optimize employee performance and engagement. They use data-driven methods to forecast future staffing requirements, address skill gaps, and support organizational change. Workforce Strategists often collaborate with leadership, HR, and other departments to ensure the company has the right people with the right skills at the right time.

How does a workforce strategist typically collaborate with other departments to align talent planning with organizational goals?

A Workforce Strategist works closely with HR, department leaders, and senior management to ensure that talent initiatives support overall business objectives. This collaboration often includes conducting workforce analyses, forecasting future talent needs, and developing strategies for recruitment, retention, and upskilling. Regular meetings and cross-functional projects help ensure that workforce plans are responsive to changing organizational priorities. Successful strategists are proactive communicators who bridge gaps between various teams to create cohesive, actionable workforce plans.

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

To thrive as a Workforce Strategist, you need strong analytical skills, knowledge of labor market trends, and experience in workforce planning, often supported by a degree in human resources, business, or a related field. Familiarity with data analytics tools, HRIS platforms, and workforce modeling software is typically required. Exceptional communication, strategic thinking, and stakeholder management are crucial soft skills for influencing organizational direction. These skills enable effective alignment of talent strategies with business goals, ensuring organizations remain competitive and future-ready.

What is the difference between Workforce Strategist vs Workforce Analyst?

AspectWorkforce StrategistWorkforce Analyst
Required CredentialsBachelor's degree in HR, Business, or related field; experience in strategic planningBachelor's degree in HR, Business, Data Analytics, or related field; strong analytical skills
Work EnvironmentStrategic planning teams, HR departments, executive meetingsData analysis teams, HR departments, operational units
Employer & Industry UsageUsed in HR, corporate strategy, and talent managementCommon in HR, analytics, and operational roles across industries
Common Search & Comparison IntentUnderstanding strategic HR roles and planningAnalyzing workforce data and trends

The main difference between a Workforce Strategist and a Workforce Analyst lies in their focus. The Workforce Strategist develops long-term talent plans and aligns workforce initiatives with business goals, while the Workforce Analyst interprets data to inform HR decisions. Both roles require similar educational backgrounds but serve different functions within organizations.

What are popular job titles related to Workforce Strategist jobs in Wisconsin?

For Workforce Strategist jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Workforce Strategist jobs in Wisconsin look for?

The top searched job categories for Workforce Strategist jobs in Wisconsin are:

Workforce Strategist jobs near you
Infographic showing various Workforce Strategist job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 11% Part Time, and 7% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution.

Senior VP/Chief Advanced Practice Officer-Hansen

Prevea Health

Green Bay, WI • On-site

Full-time

Posted 13 days ago

Prevea Health rating

7.6

Company rating: 7.6 out of 10

Based on 41 frontline employees who took The Breakroom Quiz

190th of 888 rated healthcare providers

Job description

Sr VP & CAPO
Come work where we specialize in you! We have nearly 2,000 reasons for you to consider a career with Prevea Health-they're our employees. We're an organization that values kindness, responsibility, inclusivity, wellness and inspiration. At Prevea, we provide continuous education, training and support so every member of the team contributes to our success. Together we are the best place to get care and the best place to give care.
Job Summary
The Sr. VP & Chief Advanced Practice Officer (CAPO) is a member of the Prevea Health executive leadership team, reporting directly to the Chief Executive Officer, and serves as the senior executive accountable for advanced practice provider (APP) strategy, governance, and workforce performance across the organization. The CAPO leads Prevea's operational response to Wisconsin Act 17 (APRN Modernization Act) and partners with the Chief Medical Officer to advance a unified, physician-led, APP-partnered model of care. The Sr. VP & CAPO leads APP workforce strategy and deployment, provides direct line leadership of Prevea's APP supervisor team at the service-line level, partners with the Chief Financial Officer on specialty-level APP compensation model design, and builds the professional development, fellowship, and career architecture required to attract, develop, and retain advanced practice talent. APP voice in governance is provided through twoat-large elected APP representatives on the Medical Practice Committee (non-voting). The role oversees more than 200 APPs (NPs, PAs, CNMs) deployed across primary care, specialty care, and surgical service lines. The CAPO is positioned as a complement to the Chief Medical Officer and a peer to other C-suite leaders, with enterprise-level accountability for advanced practice as a strategic priority of the organization. Consistent with Prevea's clinically-active executive model for those holding clinical credentials, the role is structured at 0.8 FTE administrative and 0.2 FTE clinical; the clinical setting is determined by the CAPO's clinical background and Prevea's service-line needs.
What you will do
  • Workforce Strategy & APP Deployment: Develop and execute the enterprise APP workforce strategy in alignment with physician workforce planning. Lead APP hiring plans, panel-sharing models, top-of-license deployment, and scope optimization across primary care, specialty care, and surgical service lines. Use workforce economics (AMGA benchmarks, internal productivity, and provider compensation as a percentage of net revenue) to inform deployment decisions and demonstrate the financial value of optimized APP integration.
  • Practice Standards, Scope & Regulatory Leadership: Lead Prevea's operational response to Wisconsin Act 17, including the post-Act 17 collaborative practice architecture, CPA templates, and scope-of-practice policies by specialty. Partner with the Chief Medical Officer and the Medical Practice Committee on credentialing criteria by APP role (NP, PA, CNM, ), peer review standards, and ongoing regulatory and licensure compliance.
  • APP Compensation Model Design: In partnership with the Chief Financial Officer, co-own the design and ongoing maintenance of APP compensation models by specialty, mirroring the partnership structure used for physician compensation design. Ensure base, productivity, and incentive structures align with scope-of-practice expectations, external market benchmarks, and the deployment economics that underwrite the workforce strategy.
  • APP Operating Leadership & Governance: Provide direct line leadership of Prevea's APP supervisor team who manage the APP discipline at the service-line level alongside Department Chairs and Executive Directors as peers. Establish and oversee the at-large election of two APP representatives to the Medical Practice Committee in a non-voting capacity, ensuring APP voice in MPC governance while preserving the MPC's physician-led governance authority. Maintain and expand formal APP representation on quality committees, clinical informatics, patient experience, and other enterprise governance bodies.
  • Professional Development, Onboarding & Fellowship: Lead the design and execution of APP transition-to-practice programs, onboarding standards, continuing education, and the Prevea APP fellowship program. Build the APP succession plan (clinical APP, senior APP, lead APP), with the APP Supervisor role serving as the natural apex destination for the most senior APPs and continuing to partner with Department Chairs and Executive Directors at the service-line level rather than functioning as parallel directors.
  • Engagement, Retention & APP Voice: Serve as the executive accountable for APP engagement, retention, and voice. Establish APP-specific engagement metrics, drive turnover reduction against baseline, and ensure APP perspectives are represented in enterprise decision-making in a manner consistent with Prevea's physician-led identity.
  • Quality, Outcomes & Performance Standards: Define and track APP-specific quality metrics, productivity standards, and panel management benchmarks. Ensure APP performance data informs deployment, compensation, and development decisions, and that APPs are appropriately represented in quality and outcomes governance.
  • Executive Leadership & Cross-functional Alignment: Serve as a member of the Prevea executive leadership team, contributing to enterprise strategy, governance, and Board reporting. Partner closely with the CMO, CFO, COO, CHRO, Chief Strategy Officer, and service-line physician leaders to ensure APP strategy is integrated into enterprise priorities including workforce planning, primary care recruitment, financial performance, and Prevea's strategic positioning relative to peer Wisconsin systems.
  • Clinical Practice: Maintain active clinical practice consistent with Prevea's physician-led, clinically-active executive model. The clinical setting is determined by the CAPO's clinical background (FNP, ACNP, PA, CNM, or other) and Prevea's service-line needs at the time of hire, with the schedule structured to preserve administrative effectiveness while sustaining clinical credibility, currency, and connection to the APP workforce.

Education Qualifications
  • Master's Degree Master's degree in Nursing for Nurse Practitioners or Certified Nurse Midwives, or from an Accredited Physician Assistant program. Required
  • Doctorate of Nursing Practice (DNP) or Doctor of Medical Science (DMSc) Preferred
  • Master's Degree in Business Administration (MBA) or Healthcare Administration (MHA) Preferred

Experience Qualifications
  • 8+ years of clinical practice as an Advanced Practice Provider (NP, PA, or CNM) Required
  • 2+ years of progressive APP leadership experience Required
  • 2+ years experience leading APP governance, scope-of-practice policy, credentialing, or regulatory implementation work in a multispecialty group, integrated delivery system, or comparable organization. Preferred

Skills and Abilities
  • Deep expertise in advanced practice provider scope of practice, regulatory environment, and workforce deployment, with specific knowledge of Wisconsin Act 17 (APRN Modernization Act) and post-Act 17 collaborative practice architecture.
  • Demonstrated executive leadership experience in a multispecialty group, integrated delivery system, or comparable healthcare organization, with direct accountability for APP strategy, governance, or workforce performance.
  • Excellent executive communication, presentation, and interpersonal skills, with the ability to engage physicians, APPs, executive peers, the Board of Directors, and external stakeholders with credibility and influence.
  • Strong analytic capability, including ability to interpret workforce, financial, and quality data and translate it into deployment, compensation, and governance decisions.
  • Strong organizational and program leadership skills, with the ability to manage complex, multi-stakeholder initiatives across an enterprise of 500+ providers and 2,400+ employees.
  • Demonstrated commitment to the physician-led, APP-partnered model of care, with the ability to build credibility with both medical staff and APP workforce simultaneously.

Licenses and Certifications
  • Current, unrestricted licensure as a Nurse Practitioner (NP), Certified Nurse -Midwife (CNM), or Physician Assistant (PA) for Wisconsin Upon Hire Required
  • National Board Certification through the appropriate credentialing body (e.g. ANCC, AANP for NP's; AMCB for CNM's; NCCPA for PA's) Upon Hire Required

Physical Demands
  • Sit - Occasionally
  • Stand - Frequently
  • Walk - Frequently
  • Drive - Rarely
  • Climb (Stairs/Ladders) - Occasionally
  • Bend (Neck) - Frequently
  • Bend (Waist) - Frequently
  • Squat - Occasionally
  • Twist/Turn (Neck) - Occasionally
  • Twist/Turn(Waist) - Occasionally
  • Lift/Carry 0-10 lbs. - Frequently
  • Lift/Carry 11-25 lbs. - Occasionally
  • Lift/Carry 26-35 lbs. - Rarely
  • Lift/Carry 36-50 lbs. - Rarely
  • Push/Pull 11-25 lbs. - Rarely
  • Push/Pull 26-35 lbs. - Rarely
  • Push/Pull 36-50 lbs. - Rarely
  • Push/Pull 51-75 lbs. - Rarely
  • Reach (Above shoulder level) - Frequently
  • Reach (Below shoulder level) - Frequently
  • Simple Grasping (Hands/Arms) - Constantly
  • Fine Manipulation (Hands/Arms) - Frequently
  • Gross Manipulation (Hands/Arms) - Occasionally

Working Conditions
  • Noise - Occasionally
  • Hazards - Occasionally

Travel Requirements
  • 5%

Hearing Requirements
  • Hears Whispers < 3 feet - Constantly
  • Hears Whispers 3-8 feet - Constantly

Vision Requirements
  • Color Discrimination - Constantly
  • Near Vision (Correctable to Jaeger 2 or 20/40 binocular) - Constantly
  • Distance Vision (Correctable to Snellen chart 20/40 binocular) - Constantly

Prevea is an Equal Employment Opportunity/Affirmative Action employer. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United State and to complete the required employment eligibility document form upon hire. Prevea participates in E-verify. To learn more about E-Verify, including your rights and responsibilities, please visit www.dhs.gov/E-Verify

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