We anticipate the application window for this opening will close on - 4 Aug 2026
Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.
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.
Key responsibilities include:
AI-Enabled Work Redesign & Workforce Innovation
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.
Enterprise Workforce Design Methods & Standards
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.
Workflow Redesign Methodology & Capability Building
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
Strategic Workforce Planning & Workforce Strategy
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.
Organization Design & Future-State Workforce Architecture
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.
Design-to-Delivery Transition & Cross-Functional Partnership
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.
Minimum Requirements (Must Have):
Preferred:
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.
Physical Job Requirements
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.
The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.
U.S. Work Authorization & Sponsorship
At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.
Recruitment Fraud Alert
We are aware of phishing scams targeting job seekers. Please keep the following in mind:
Apply only through official Medtronic channels. All legitimate Medtronic recruiting communications come from approved Medtronic platforms and official @medtronic.com email addresses.
Medtronic will never ask for payment or sensitive personal information (such as bank account or Social Security details) during early stages of the hiring process. Any such requests are not legitimate.
If you receive a suspicious message claiming to be from Medtronic, do not respond, click links, or open attachments.
If you have any questions, concerns regarding the authenticity of a communication alleged to have been made by or on behalf of Medtronic, please contact us immediately at [email protected] .
Medtronic offers a competitive Salary and flexible Benefits Package
A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.
Salary ranges for U.S (excl. PR) locations (USD):$145,600.00 - $218,400.00
This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP).
The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).
The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance , Health Savings Account , Healthcare Flexible Spending Account , Life insurance, Long-term disability leave , Dependent daycare spending account , Tuition assistance/reimbursement , and Simple Steps (global well-being program).
The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match , Short-term disability , Paid time off , Paid holidays , Employee Stock Purchase Plan , Employee Assistance Program , Non-qualified Retirement Plan Supplement (subject to IRS earning minimums) , and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).
Regular employees are those who are not temporary, such as interns. Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.
Further details are available at the link below:
Medtronic benefits and compensation plans
It is the policy of Medtronic to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Medtronic will provide reasonable accommodations for qualified individuals with disabilities.
If you are applying to perform work for Medtronic, Inc. (“Medtronic”) in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here a list of all material job duties of the specific job position which Medtronic reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. Medtronic will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
