AI Workforce Strategy & Organization Design Consultant

Medtronic•Minneapolis, MN

6d•$145,600 - $218,400

About The Position

Redesign how work gets done in today's evolving environment—shaping workforce strategy and AI-enabled work to drive transformation at scale. The Workforce Strategy & Organization Design Consultant is a strategic design role focused on AI-enabled work redesign and strategic workforce planning. This role assesses how work is performed today and translates business and digital strategy into future-state workforce, role, and work architecture. Working at the intersection of workforce strategy, organization design, and transformation, this individual partners with enterprise stakeholders to define how roles, skills, and work must evolve—leveraging task-level analysis, workforce planning methodologies, and AI-enabled design approaches. In addition to leading workforce and work design efforts, this role is responsible for developing and scaling the frameworks, tools, playbooks, and standards that powers AI-enabled work redesign, and organization design to be applied consistently across the enterprise. The role serves as both a strategic consultant and capability builder—establishing repeatable approaches, and shaping the future of workforce planning and work design at Medtronic. Our team is a strategic partner in driving enterprise transformation, operating model evolution, and workforce strategy. As part of the MA&D & Enterprise Organization Transformation CoE, we serve as the design authority for enterprise and workforce design—developing the methods, tools, and frameworks that enable Mission-Grounded, Human-Led, AI-Enabled Work at scale. Through workforce strategy, organizational design, and enterprise workforce intelligence, we help the business optimize how work gets done, make more informed decisions, and translate strategy into scalable execution.

Requirements

Requires a Bachelor's degree and minimum of 10 years of relevant experience, or advanced degree with a minimum of 8 years of relevant experience.
Experience in management consulting, organizational consulting, or a strategic Human Resources Business Partner (HRBP) role.
Proven ability to assess organizational effectiveness, identify gaps and opportunities, and develop actionable strategies to achieve future-state objectives.
Experience leading or supporting organizational design, operating model transformation, and change initiatives.
Demonstrated expertise in strategic workforce planning, including aligning talent strategies with business priorities.
Background in organizational development (OD), talent strategy, or enterprise transformation.
Strong problem-solving and solution design capabilities, with the ability to navigate complex business challenges.
Experience leveraging AI and emerging technologies to enhance workforce, talent, or organizational effectiveness strategies.
Ability to influence senior leaders by translating business needs into scalable people and organization solutions.
For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.

Responsibilities

Lead AI-enabled work redesign as a core transformation capability: Partner with Org Transformation leadership and enterprise stakeholders to identify, shape, and prioritize AI-driven workforce transformation opportunities aligned to business and workforce strategy.
Apply task-level decomposition to redesign work: Analyze roles at the task level to identify opportunities for AI augmentation, automation, and human-AI teaming, including the use of AI agents for multi-step workflows and decision support.
Design future-state roles and job families for the AI era: Create and define new roles (e.g., human-AI teaming roles, workflow orchestrators, AI governance roles) that reflect evolving work structures and capabilities.
Translate Digital Roadmaps into actionable workforce and design outputs: Develop workforce strategies, job redesign outputs, and workflow roadmaps that operationalize Digital Roadmaps within business and functional transformation efforts.
Establish scalable approaches for AI-enabled work redesign: Define and refine methodologies for task decomposition, workforce segmentation, human-AI teaming, and workflow redesign that can be applied consistently across the enterprise.
Define standards and governance for workforce planning and work redesign efforts: Contribute to enterprise standards, decision frameworks, and governance practices that ensure quality, consistency, and alignment across transformation initiatives.
Create reusable transformation assets and implementation resources: Build playbooks, templates, process guides, and diagnostic tools that the business to execute workforce planning and work redesign efforts more effectively.
Build and scale enterprise workflow redesign methodologies: Develop and maintain repeatable frameworks, playbooks, diagnostic tools, and design standards for AI-enabled work redesign consistency across the enterprise.
Build workforce strategy and design capability across the enterprise: Develop tools and enablement approaches that increase capability in strategic workforce planning, organization design, and AI-enabled work transformation.
Contribute to enterprise methods, tools, and standards: Support the development of enterprise-wide approaches for workforce planning, work redesign, and organization design
Lead strategic workforce planning efforts tied to enterprise transformation priorities: Align workforce strategy with business strategy, identifying future capability, capacity, and skill requirements needed to enable execution.
Develop workforce strategies and interventions: Define actionable workforce strategies (e.g., build, buy, borrow, automate) to address capability gaps, optimize workforce composition, and improve agility and scalability.
Integrate workforce planning into design and transformation decisions: Ensure workforce implications are embedded in organization and workflow design—not addressed downstream—enabling proactive, data-informed decision-making.
Lead organization design analyses and solution development: Partner with transformation teams to conduct research, diagnostics, and stakeholder engagement to inform organization design decisions and develop future-state structures, roles, and accountabilities.
Define future-state workforce and organization constructs: Develop recommendations across org structure, roles, spans/layers, and decision rights to enable performance, efficiency, and scalability.
Ensure alignment to enterprise design standards and principles: Apply and help evolve enterprise organization design frameworks, principles, and guardrails to ensure consistency and quality across initiatives.
Lead upfront design and transition to delivery teams: Translate strategy and analysis into clear design artifacts (e.g., workforce strategies, org designs, workflow roadmaps) and partner with transformation consulting and delivery teams for execution.
Support workforce planning and design evolution: Provide ongoing strategic guidance and refinement as transformation efforts progress and new insights emerge.
Partner across HR to connect design to execution: Ensure workforce and job design outputs are integrated into talent processes, including hiring, development, performance, and compensation.