Senior Consultant, Workforce Management & Productivity

About the Job

Summary:

The Senior Consultant leads healthcare workforce engagements from assessment through implementation and sustained improvement. This role combines healthcare operational expertise, workforce analytics, financial modeling, and change leadership to help client organizations improve labor productivity, staffing effectiveness, and financial performance while supporting quality patient care.

Serving as a trusted advisor to executive, operational, and clinical leaders, the Senior Consultant translates complex workforce information into practical recommendations and measurable results. This position manages client relationships, engagement scope, timelines, and deliverables, and guides implementation and adoption of workforce productivity practices and technology.

The Senior Consultant also contributes to practice growth by mentoring, developing methodologies, supporting proposals, and identifying additional opportunities to serve clients.

Duties and Responsibilities:

• •Lead assigned healthcare workforce management and performance improvement engagements from assessment through implementation and sustained improvement, including project planning, data requests, stakeholder interviews, analysis, recommendations, implementation planning, and impact tracking.
• •Serve as the primary day-to-day contact for assigned client leaders; manage workplans, scope, milestones, priorities, deliverables, dependencies, and client expectations across concurrent engagements, escalating material risks and decisions as appropriate.
• •Exercise sound judgment in ambiguous situations and adapt engagement approaches to each client’s operating environment, culture, data maturity, and strategic priorities.
• •Assess workforce management practices, including productivity, staffing models, scheduling, benchmarking, span of control, labor cost structure, premium labor, and position management; identify performance gaps, root causes, improvement opportunities, and operational constraints.
• •Analyze workforce, payroll, finance, volume, and operational data; perform variance analysis, opportunity sizing, scenario modeling, forecasting, and financial impact analysis to support recommendations and executive decisions.
• •Partner with client leaders to develop department-level productivity targets, staffing approaches, governance structures, and implementation roadmaps that balance workload, quality, patient care, service, financial objectives, operational feasibility, and change readiness.
• •Establish and monitor performance indicators, scorecards, and management routines; track initiative performance and validate realized financial and operational impact in partnership with client finance and operational leaders.
• •Translate complex analyses into concise executive findings, recommendations, presentations, and decision materials; review analytical work and client deliverables for accuracy, completeness, consistency, and business relevance.
• •Serve as a workforce management subject matter expert for the organization’s productivity platform and related analytics solutions; guide the workforce management components of client implementation, configuration, validation, adoption, and ongoing optimization.
• •Partner with analytics and product resources to resolve data integrity issues, validate source-to-platform alignment, improve reporting usability, and translate platform outputs into actionable management practices and measurable improvement.
• •Build trusted relationships with executives, finance, human resources, clinical, and operational stakeholders; facilitate working sessions and challenging performance discussions, address competing priorities, and guide leaders toward decisions and accountable next steps.
• •Coach client leaders on workforce management fundamentals, accountability structures, and sustainable performance practices; mentor analysts and consultants through project direction, quality review, and capability development.
• •Support proposals, scopes of work, presentations, thought leadership, and identify client expansion opportunities; contribute to methodologies, tools, and workforce management capabilities across the practice.

Work Experience, Education, and Certifications:

• •Bachelor’s degree in Healthcare Administration, Business, Analytics, Finance, Economics, Nursing, or a related field
• •5+ years of progressive experience in healthcare workforce management, labor productivity, healthcare operations, consulting, or performance improvement.
• •Demonstrated success developing and implementing staffing and productivity improvements with measurable financial and operational results.

Knowledge, Skills, and Abilities:

• •Strong knowledge of hospital operations, staffing models, labor benchmarking, scheduling, premium labor, and workforce performance management.
• •Advanced Excel proficiency and experience analyzing complex workforce data, developing financial models, and preparing executive presentations.
• •Experience using healthcare workforce productivity platforms and interpreting data from payroll, scheduling, HRIS, finance, or clinical systems.
• •Demonstrated ability to lead client engagements with limited supervision, manage concurrent priorities, facilitate discussions with senior leaders, and guide implementation and adoption.
• •Strong communication, relationship management, and analytical review skills, with the ability to direct project work and mentor analysts and consultants.
• •Experience with SQL, Power BI, Tableau, or similar tools is preferred but not required.

Benefits

The base compensation range for this position is:

$113,032.48 - $169,548.72

Compensation ranges could be hourly or salary depending upon the exempt status of the posted position.

Beginning compensation is determined based on objective factors such as location, qualifications, skills, certifications, and experience. Typically, a candidate is hired in the lower to midpoint of the range; the top end of the range is reserved for candidates with extensive specialized experience and mastery within the role. Compensation may increase over time based on performance, experience, and tenure.

Compensation is only part of Ovation's total compensation package. Some additional benefits offered to full-time associates are:

• •Comprehensive health and wellness benefits such as medical, dental, vision, life insurance, short and long-term disability coverage
• •HSA with employer contributions, flexible spending accounts for health care, and dependent care accounts
• •Wellness platform with premium incentives
• •Employee assistance support and additional voluntary supplemental plans including accident, critical illness, hospital indemnity, and child disability insurance
• •Robust and flexible paid time off offerings and company paid holidays
• •401(k) plan with discretionary employer match opportunities
• •Professional development opportunities
• •Company issued equipment