Workforce Management Analyst

Black Canyon Consulting (BCC) is searching for a Workforce Management Analyst to support workforce planning, organizational design, role alignment, and operational effectiveness initiatives. The Workforce Management Analyst will work with leadership and stakeholders to assess organizational structures, workforce capabilities, roles, responsibilities, and operating models and develop recommendations that improve efficiency, accountability, scalability, and organizational effectiveness.

The Workforce Management Analyst will evaluate current workforce structures, staffing patterns, organizational models, and business processes to identify opportunities for improvement. This position will support workforce alignment, position and role analysis, span-of-control reviews, workload assessments, and future-state organizational design.

The Workforce Management Analyst will work closely with leaders and stakeholders to understand organizational priorities, evaluate current-state challenges, and develop practical recommendations for future-state structures, staffing models, governance, and workforce deployment. The position will also support implementation planning, stakeholder communication, and organizational transition activities.

• Experience in workforce planning, organizational design, workforce analysis, business transformation, or a closely related field
• Experience assessing organizational structures, staffing models, and workforce requirements
• Experience supporting workforce alignment or organizational effectiveness initiatives
• Ability to analyze roles, responsibilities, reporting relationships, and organizational dependencies
• Experience conducting workload, capacity, staffing, or workforce demand analysis
• Experience developing current-state and future-state organizational models
• Ability to identify organizational inefficiencies, duplication of effort, role ambiguity, and gaps in accountability
• Experience developing recommendations related to organizational structure, staffing, role alignment, and workforce deployment
• Ability to translate business objectives into workforce and organizational requirements
• Experience working with senior leaders and cross-functional stakeholders
• Strong analytical, problem-solving, facilitation, and communication skills
• Ability to develop clear executive-level presentations, recommendations, and supporting documentation

• Experience with organizational design, workforce alignment, or operating model transformation
• Experience conducting span-of-control and management-layer analysis
• Experience with workforce segmentation, workforce forecasting, or staffing models
• Experience developing organizational charts, responsibility matrices, and governance models
• Experience conducting position or role assessments
• Experience with change management or organizational transition planning
• Experience supporting federal government or similarly complex organizations
• Experience developing workforce metrics, dashboards, or decision-support analyses
• Experience with business process improvement or organizational effectiveness initiatives
• Experience supporting implementation of updated organizational structures or operating models

• →Assess current organizational structures, workforce models, staffing levels, and reporting relationships
• →Conduct workforce planning and organizational effectiveness analyses
• →Evaluate roles, responsibilities, decision rights, and organizational dependencies
• →Identify organizational inefficiencies, overlapping responsibilities, staffing gaps, and areas of unclear accountability
• →Perform workload, capacity, workforce demand, and staffing analyses
• →Support workforce alignment and organizational design initiatives
• →Develop current-state and future-state organizational structures and operating models
• →Recommend changes to reporting structures, roles, staffing models, and workforce deployment
• →Conduct span-of-control and organizational-layer assessments
• →Develop organizational charts, roles and responsibility matrices, and governance structures
• →Assess workforce capabilities and identify skill or capacity gaps
• →Align workforce recommendations with organizational strategy, priorities, and operational requirements
• →Facilitate stakeholder interviews, workshops, and organizational assessment sessions
• →Develop business cases and recommendations supporting workforce and organizational changes
• →Support leadership decision-making through data analysis, scenario modeling, and workforce recommendations
• →Develop implementation roadmaps for workforce and organizational changes
• →Support communication, transition, and change-management activities associated with workforce initiatives
• →Monitor implementation results and recommend adjustments as needed
• →Prepare executive-level presentations, reports, workforce analyses, and recommendations
• →Collaborate with leadership, HR, finance, operations, and other stakeholders to support workforce and organizational transformation initiatives