Manager, Organization, People & Change

West Monroe is seeking a Manager with current consulting experience to join our Organization, People, and Change (OPC) practice, focused on Organization Design and Workforce Strategy. West Monroe’s OPC practice accelerates value and business outcomes of transformations, transactions and implementations – through people, HR, organization design, workforce strategy, and change solutions. 

For this opening, we are looking for someone with a proven track record leading organization design and workforce strategy engagements from strategy through implementation. This individual should be comfortable owning work end to end, managing client relationships, leading teams, and delivering practical, data-driven recommendations that help clients improve how work gets done. 

Each Manager within our OPC practice drives value across our capabilities, with this role particularly focused on: 

• Organization Design & Workforce Strategy: We achieve measurable business results by using digital tools, analytics, benchmarks, and design criteria to improve organizational structures, operating models, workforce and talent strategies, role design, skills architectures, and the cultural and behavioral conditions required for the organization to perform and be future- ready. 
• Work and Organization Transformation: We deliver business value by understanding the client’s capabilities and services and help them redesign work before redesigning the organization. We focus at the activity level optimizing processes, workflows, capacity, and AI-enabled ways of working then define the right roles, talent mix, governance, decision rights, job and skill architecture, and organizational structure. Much of this work is based on how AI, automation, and emerging agentic workflows will reshape how work is done. 
• Workforce Analytics: We use workforce data, benchmarks, and organizational diagnostics to assess layers, spans of control, management ratios, reporting complexity, duplication, and opportunities to simplify or optimize the organization. 
• Workforce Planning: We help clients assess current and future workforce needs using data-driven insights related to headcount, capacity, cost, skills, location, workforce mix, productivity, and organizational effectiveness. 
• Talent and Capability Strategy: We identify the talent, leadership, skills, and capabilities required to support the future-state organization, including capability gaps, talent implications, skills-based organization opportunities, and transition plans. 
• Organizational Effectiveness and Culture Drivers: We assess the cultural, behavioral, governance, and accountability conditions that influence organizational health and translate those insights into design choices and workforce implications to drive intended business results. 

What you’ll do: 

• Leverage process and workforce data and analytics to lead current-state org assessments, including spans/layers, role definition/clarity, skill and job architecture, workforce mix decision rights, governance, organizational effectiveness, and pain points in how work flows today.  
• Translate activity-level work and process findings into implications for roles, skills, talent types, teams, structure, and accountability.  
• Develop design criteria and future- state org transformation options, including role designs, skill demands, talent mix options (employee, outsource, digital/AI), structure paradigms, role changes, management layers, and labor-cost implications.  
• Use organizational modeling, workforce analytics, and external labor-market data to develop scenarios, evaluate design options, and support future-state recommendations. 
• Facilitate client working sessions with business, HR, operations, and functional leaders to align on design options and decisions then translate them into actionable workforce implications. 
• Build role charters, responsibility matrices, governance models, and transition plans for new ways of working.  
• Advise clients on workforce implications of AI, automation, outsourcing, and new delivery models, including how work should be redistributed across humans, technology, and external talent. 
• Leverage work transformation, workforce planning, and AI subject matter experts to ensure org design reflects the future mix of employee, outsourced, and digital work.  
• Identify adoption risks tied to role changes, leadership alignment, decision rights, and organization transition impacts. 
• Manage and coach delivery teams, providing day- to-day direction to Consultants and Senior Consultants, reviewing work products, and ensuring high-quality client delivery. 
• Contribute to practice development through innovation and asset development in the organization design and workforce strategy capability.  
• Serve as a delivery leader on engagements of moderate complexity and scale, communicating with client sponsors directly without oversight, and exemplifying engagement management, client relationship, client satisfaction, risk management, and delivery team management skills. 
• Oversee engagement scope, budget, deliverables, profitability, work management and reporting, change management, vendor management, and team performance, delivery, and development. 
• Support business development efforts by building internal and external relationships, educating channel partners on Organization Design and Workforce Strategy offerings, identifying opportunities, and contributing to scopes, proposals, and pricing estimates.  
• Leverage AI tools to accelerate analysis, synthesize complex information, and support data-driven recommendations for clients, exercising sound judgment in evaluating outputs.
• Apply AI technologies (e.g., generative AI, automation tools, data models) to enhance insights, improve delivery efficiency, and elevate the quality of client outcomes.
• Contribute to thought leadership by authoring white papers and delivering presentations (internal and external) on innovations, best practices, and methodologies.  
• Serve as a Career Advisor for at least one Consultant – actively participating in the performance expectation and management process. 
• Actively engage in recruiting, interviewing, and selecting new consultants. 

What you’ll bring: 

• Bachelor’s degree or equivalent experience required. 
• 5+ years of relevant operating model, organization design, and workforce strategy advisory experience.   
• 2+ years of experience working in a consulting environment.  
• 1+ year(s) of people management experience. 
• A successful track record delivering on organization design fundamentals: operating models, spans/layers, role design, governance, and decision- rights design.  
• Working knowledge of workforce strategy, workforce planning, capability mapping, competency modeling skills-based planning, sourcing models, and AI-enabled operating model implications.  
• Experience assessing the impact of AI, automation, and new delivery models on work design, role design, workforce mix, and future skill needs. 
• Experience using organizational modeling and workforce analytics tools (for example, Orgvue or similar platforms) and external talent / labor data sources to support client recommendations. 
• Strong data visualization and analysis skills; comfortable using tools like Excel to analyze data and present key insights in a compelling way. 
• Experience establishing design criteria and using organizational health, structural, and workforce diagnostics to evaluate organization design options and identify risks, tradeoffs, and implementation implications. 
• Ability to connect work, process, capacity, roles, skills, and structure into one coherent design.  
• Structured problem solving and scenario design, including tradeoff analysis across cost, agility, control, and talent impact.  
• Executive facilitation, stakeholder management, and clear communication with both business and HR audiences.  
• Strong documentation and design synthesis skills; ability to turn ambiguity into practical, implementable artifacts with a compelling storyline.  
• Change leadership skills, including ability to spot adoption barriers and design pragmatic mitigation actions. 
• Ability to influence senior stakeholders and coach leaders through complex change and transformation. 
• Project management experience developing and managing work plans (Smartsheet preferred), project scopes, pricing estimates, budgets, issue and risk logs, and presenting deliverables.  
• Business development experience including farming leads and assisting in managing the sales process.  
• Exceptional written and verbal communication skills including ability to create concise, impactful executive stakeholder-ready deliverables, and polished client-facing oral communication skills. 
• Highly proficient in Microsoft Office Suite (Excel, PowerPoint, Word). 
• Experience integrating AI tools (e.g., ChatGPT) into day-to-day workflows to enhance productivity and insight generation, coupled with strong critical thinking to assess accuracy, mitigate bias, and ensure high-quality outputs.
• Demonstrated success within one or more of West Monroe’s core industries including Consumer & Industrial Products, Healthcare (payer/provider), Life Sciences, High Tech & Software, Utilities, Insurance, Banking, and/or Private Equity.  
• A commitment to inclusion and diversity, and openness to new ideas and perspectives. 
• Ability to travel up to 50%