Healthcare Workforce Advisory Senior Manager

We Are Accenture’s Talent Reinvention Partner and we’re helping clients reinvent how people and organizations work—delivering leadership, talent, operating models, workforce intelligence, and change solutions to accelerate the workforce agenda in the age of AI. Role Summary Lead healthcare workforce advisory work across rural health, Medicaid, public health, provider, payer, and broader healthcare transformation programs. This role helps clients quantify workforce supply‑demand gaps, evaluate labor cost and productivity, define current and future skill needs, design talent and career pathway strategies, and build sustainable workforce approaches across provider, state, and market contexts. Key Responsibilities Lead workforce advisory engagements for state agencies, health systems, rural hospitals, provider organizations, hospital associations, and public health stakeholders. Assess current workforce capacity, staffing models, labor cost pressures, vacancy trends, turnover, productivity, skill mix, role design, and future workforce needs. Develop workforce supply‑demand analyses at the state, regional, provider, or service‑line level, including role, skill, geography, and care model considerations. Build strategic workforce plans that connect service demand, future care models, labor supply, labor cost, skills, organizational design, and financial sustainability. Lead labor analytics work, including workforce forecasting, scenario modeling, labor cost analysis, productivity analysis, gap analysis, and workforce investment prioritization. Design workforce pipeline and career pathway strategies for critical healthcare roles, including clinical, behavioral health, community health, care management, digital health, and operational roles. Define skills, competencies, role expectations, and future‑state capability needs for healthcare workforces. Advise on talent strategy, organization design, workforce operating models, governance, role clarity, decision rights, and workforce planning processes. Evaluate external labor supply and ecosystem partnership strategies, including academic medical centers, universities, community colleges, technical schools, workforce boards, and training institutions. Support care team and role redesign where needed, including team‑based care, CHW integration, telehealth‑enabled staffing models, provider support models, and new clinical / operational roles. Translate RHTP applications, RFPs, RFAs, budget narratives, and state workforce initiatives into practical advisory scope, workplans, staffing models, and delivery approaches. Lead proposal development, solution narratives, client workshops, executive presentations, and delivery mobilization for workforce advisory opportunities. Travel as needed to support client work. Basic Qualifications Minimum of 8 years of experience in healthcare workforce advisory, healthcare consulting, talent strategy, organization design, labor analytics, strategic workforce planning, provider operations, Medicaid, public health, or health system transformation. Preferred Qualifications Experience leading strategic workforce planning, labor analytics, workforce supply‑demand analysis, talent strategy, organization design, career pathway strategy, or healthcare workforce transformation. Experience developing workforce forecasts, capacity models, workforce gap analyses, labor cost analyses, productivity analyses, skills assessments, or financial sustainability analyses for healthcare organizations. Experience designing workforce pipelines, career pathways, competency models, skills taxonomies, role progression frameworks, or future‑state role models. Experience working with hospitals, health systems, rural providers, state agencies, Medicaid programs, public health agencies, hospital associations, HR / talent leaders, finance leaders, or workforce ecosystem partners. Experience evaluating higher education and workforce ecosystem partnerships, including academic medical centers, universities, community colleges, technical schools, workforce boards, or training organizations. Strong understanding of healthcare workforce challenges, including labor shortages, staffing models, recruitment, retention, skill mix, workforce affordability, clinical capacity, and rural provider sustainability. Experience translating policy, funding, RFP, RFA, or application language into workforce advisory scope and implementation plans. Experience with workforce analytics tools, labor market data, HRIS data, clinical operations data, productivity benchmarks, or healthcare workforce datasets. Experience with rural health, RHTP, CHW programs, behavioral health workforce, primary care workforce, nursing workforce, public health workforce, or Medicaid transformation. Experience with care model redesign, value‑based care implementation, telehealth adoption, provider transformation, or clinical operations improvement. Benefits Medical Dental Vision Life Long‑term Disability 401(k) plan Bonus opportunities Paid holidays Paid time off Compensation California: $132,500 to $338,300 Cleveland: $122,700 to $270,600 Colorado: $132,500 to $292,200 District of Columbia: $141,100 to $311,200 Illinois: $122,700 to $292,200 Maine: $112,900 to $249,000 Maryland: $132,500 to $292,200 Massachusetts: $132,500 to $311,200 Minnesota: $132,500 to $292,200 New York: $122,700 to $338,300 New Jersey: $141,100 to $338,300 Virginia: $122,700 to $311,200 Washington: $141,100 to $311,200 Equal Employment Opportunity Statement Accenture is committed to equal employment opportunities for persons with disabilities and religious observances, providing reasonable accommodation when needed. Accenture does not guarantee future accommodations beyond those required for the recruiting process. We believe that no one should be discriminated against because of their differences. 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