Senior HR Operations Consultant

POSITION SUMMARY

The Senior Human Resources Operations Consultant serves as a strategic advisor and enterprise leader responsible for driving high-impact HR initiatives across Human Resources Operations, Compensation, Benefits, HR Analytics, HR Technology, and HR-related mergers, acquisitions, integrations, and organizational transformations.

Reporting directly to the Vice President, HR Operations & Total Rewards, this role partners closely with executive leadership, HR Centers of Excellence, Finance, Legal, Information Technology, and operational leaders to develop and execute strategies that improve organizational effectiveness, workforce experience, operational performance, and financial outcomes.

This position functions as a senior-level individual contributor, leading complex, enterprise-wide initiatives through influence, consultation, and project leadership. The incumbent must possess exceptional business acumen, financial expertise, strategic thinking capabilities, and the ability to navigate ambiguity while aligning multiple stakeholders toward common organizational goals.

ESSENTIAL RESPONSIBILITIES

• Compensation Strategy

  • Lead complex compensation analyses, workforce planning assessments, and organizational design reviews.

  • Support compensation strategy development through market intelligence, benchmarking, financial modeling, and analytics.

  • Provide consultation regarding salary structures, pay practices, workforce investments, and labor cost optimization.

  • Partner with Compensation leaders to evaluate emerging market trends and strategic workforce challenges.

  • Collaborate with the Director, Compensation & HR Analytics to design and enhance compensation policies, develop executive communication materials, and establish a regular compensation scorecard to monitor trends, outcomes, and strategic objectives.

  • Support executive compensation, incentive, retention, and critical talent analysis as assigned.

• Benefits Strategy

  • Partner with Benefits leadership to evaluate plan performance, utilization trends, and financial outcomes.

  • Conduct modeling and cost analyses related to health and welfare programs, retirement plans, and total rewards investments.

  • Develop data-driven recommendations that balance employee value, organizational affordability, and market competitiveness.

  • Support vendor evaluations, contract negotiations, and program optimization initiatives.

  • Collaborate with the Director, Benefits to design and enhance benefits programs, develop executive-level communications, and establish a recurring benefits scorecard to evaluate program effectiveness, market competitiveness, utilization patterns, and cost performance.

• Enterprise HR Operations

  • Serve as a trusted advisor to HR and organizational leadership on strategic initiatives impacting workforce effectiveness, employee experience, operational efficiency, and organizational growth.

  • Lead the evaluation, design, and implementation of enterprise HR programs, policies, and operating models.

  • Partner with HR Centers of Excellence to identify opportunities for continuous improvement, innovation, and scalability.

  • Develop executive-level recommendations supported by business cases, financial analyses, benchmarking, and workforce insights.

  • Facilitate strategic planning efforts and translate organizational priorities into actionable HR initiatives.

• HR Transformation

  • Lead enterprise HR operational improvement initiatives focused on service delivery, technology optimization, compliance, and workforce efficiency.

  • Identify process improvement opportunities utilizing Lean, Six Sigma, continuous improvement, or similar methodologies.

  • Partner with HRIS and Information Technology teams to improve HR technology capabilities and data governance practices.

  • Drive standardization, automation, and operational excellence across HR functions.

  • Develop scalable solutions that enhance productivity, quality, and employee experience.

• Mergers, Acquisitions & Organizational Integration

  • Support HR due diligence efforts for mergers, acquisitions, affiliations, divestitures, and workforce transitions.

  • Lead workstreams related to HR integration planning and execution.

  • Assess compensation, benefits, workforce, technology, and organizational implications associated with transactions.

  • Develop implementation plans, risk mitigation strategies, and executive communications.

  • Coordinate cross-functional stakeholders to ensure successful integration outcomes.

• Analytics, Reporting & Decision Support

  • Lead advanced workforce analytics and business intelligence initiatives.

  • Develop financial, workforce, and operational models to support strategic decision making.

  • Create executive dashboards, presentations, and reporting tools that translate complex data into actionable insights.

  • Utilize predictive analytics and forecasting techniques to identify workforce trends and risks.

  • Establish metrics and key performance indicators to measure initiative effectiveness and organizational impact.

Project & Matrix Leadership

• Lead highly visible, enterprise-wide projects involving multiple business units and stakeholders.

• Influence and align leaders across functions without direct managerial authority.

• Facilitate governance structures, steering committees, and executive working groups.

• Drive accountability, manage competing priorities, and ensure successful execution of strategic initiatives.

• Foster collaboration and partnership across HR and business functions.

LEADERSHIP EXPECTATIONS

• Demonstrate executive-level strategic thinking and problem-solving capabilities.

• Lead through influence in a highly matrixed environment.

• Navigate ambiguity and rapidly changing priorities with confidence and agility.

• Build credibility and trusted relationships across all organizational levels.

• Operate with strong ownership, accountability, and executive presence.

REQUIRED QUALIFICATIONS

• Bachelor’s degree in human resources, Business Administration, Finance, Healthcare Administration, Organizational Leadership, or related field.

• 10+ years of progressive experience across HR, Compensation, Benefits, HR Operations, Workforce Analytics, Consulting, Finance, or related disciplines.

• 2+ years leading enterprise strategic initiatives and transformations.

• Demonstrated experience influencing executive stakeholders.

• Strong financial modeling, workforce analytics, and business case development capabilities.

PREFERRED QUALIFICATIONS

• Large healthcare system experience.

• M&A and organizational integration experience.

• SPHR, SHRM-SCP, CCP, CEBS, PMP, or Lean Six Sigma certifications.

CORE COMPETENCIES

Strategic Agility | Business & Financial Acumen | Analytics & Technical Expertise | Influencing Without Authority | Change Leadership | Executive Presence | Collaboration & Relationship Management

SUCCESS PROFILE

Within the first 12-24 months, the successful incumbent will become a trusted advisor to executive leadership, lead multiple enterprise initiatives, enhance workforce analytics capabilities, support HR integration activities, drive operational efficiencies, and deliver measurable business value through strategic insight and execution.

Education:

Certifications:

Compensation

Note: The compensation range(s) in the table below represent the base salaries for all positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range. Pay ranges are listed as hourly for non-exempt employees and based on assumed full time commitment for exempt employees.

Minimum - Midpoint - Maximum

Equal Employment Opportunity Employer