Mid Level Planning Consultant Jobs
Mid level planning consultant jobs go to professionals ready to own projects end to end, guide junior colleagues, and deliver recommendations with limited oversight. Roles are spread across Accounting & Auditing, Consulting & Professional Services, and Energy, with a mix that runs 60% remote or hybrid, and employers like Deloitte, ZS, and Xcel Energy hiring at this level now.
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Showing 5 of 6+ Mid Level Planning Consultant jobs
INTRODUCTION
Xcel Energy (NASDAQ: XEL) is a leading energy provider and Fortune 500 company, dedicated to serving millions of electricity and natural gas customers across eight states: Minnesota, Colorado, Wisconsin, Michigan, North Dakota, South Dakota, New Mexico and Texas. We make energy work better for our customers, helping them thrive every day. That means always raising the bar - delivering better service and providing more reliable, resilient, and sustainable energy.
Xcel Energy is a place where you’ll have opportunities to grow, expand your skills, and help lead the clean energy transition. We offer meaningful rewards, recognition, and support to help you build your career and make an impact - both on the job and beyond. Most importantly, it means you’ll be joining a company that knows employees are the driving force behind its success and is committed to helping you be your best.
Xcel Energy supports a hybrid work model to enable collaboration and flexibility. Many roles are expected to work onsite three days per week (Tuesday–Thursday); however, work location expectations vary based on role, team, and business needs.
Position Summary
The Senior Consultant, HR Planning & Enablement turns Human Resources + Employee Services (HR+ES) priorities into well-managed programs, integrated plans, clear milestones, and measurable results. The role provides the planning, portfolio, financial and execution discipline that helps HR leaders and teams deliver consistently across functions.
The role manages operating reviews, selected cross-functional programs, portfolio and resource visibility, performance measures, and repeatable enablement approaches. It coordinates stakeholders, identifies competing priorities and dependencies, supports financial and resource planning, and strengthens processes and ways of working so leaders have the information and structure needed to make decisions and sustain progress.
Success comes from making complex work easier to execute, creating visibility and accountability without unnecessary bureaucracy, and building practical tools, routines, and continuous improvement practices that strengthen outcomes across HR+ES.
Essential Responsibilities
Program & Project Management:
- Manage selected HR+ES programs from definition through implementation to support timely, coordinated delivery.
- Build and maintain integrated program plans, milestones, roles, decision points, risks, dependencies, and follow-up actions.
- Coordinate stakeholders and workstreams across HRBPs, COEs, Shared Services/Operations, and other HR+ES and enterprise partners.
- Identify barriers, risks, and decisions requiring leadership attention and facilitate timely resolution.
- Reinforce clear ownership and accountability for commitments and delivery.
Performance Management & Operating Reviews:
- Manage the Monthly Operating Review (MOR) and related performance forums to provide leaders with consistent visibility to progress, performance, risks, and results.
- Coordinate inputs across HR+ES and strengthen the quality, clarity, and business relevance of insights presented.
- Connect measures and performance information across functions to highlight emerging themes, implications, and areas requiring leadership attention.
- Track decisions, commitments, risks, and follow-up actions to reinforce accountability.
- Support a consistent operating rhythm that enables leaders to move from performance insight to action.
Strategy Execution & Portfolio Coordination:
- Maintain an integrated view of HR+ES priorities, including sponsors, owners, milestones, dependencies, risks, resource needs, financial considerations, and expected outcomes.
- Identify competing commitments, capacity constraints, and cross-functional dependencies.
- Provide visibility needed to support leadership sequencing, resource, and investment decisions.
- Partner to support budget planning, forecasting, resource management, and financial reviews.
- Connect financial and resource information to portfolio priorities and execution.
Design Enablement Programs:
- Provide program and project management for selected HR+ES priorities requiring coordination across multiple functions.
- Connect approved organization design and effectiveness priorities to the integrated HR+ES portfolio.
- Build integrated plans and milestone views and coordinate participating HR functions and partners.
- Track dependencies, decisions, risks, resources, and commitments and coordinate implementation readiness across HR workstreams.
Ensure the appropriate capability owner is engaged while HRBPs and business leaders retain organization design decisions.
Measurement, Analytics & Business Insight:
- Partner with Workforce Planning & Analytics and initiative/functional owners to use agreed measures and insights in HR+ES performance reviews.
- Connect results and insights across functions to provide a more integrated view of performance.
- Identify implications, trends, and areas requiring increased visibility or follow-through.
- Translate data and performance information into clear insights that support leadership discussions and decisions.
- Leverage existing functional analytics products while maintaining ownership of those products within the accountable function.
Process, Tools & Continuous Improvement:
- Identify opportunities to simplify work, improve consistency, and strengthen operational effectiveness across HR+ES.
- Create repeatable processes, tools, and ways of working that improve execution and enable more consistent outcomes.
- Support adoption of continuous improvement practices and operational enhancements across HR+ES.
- Improve processes and ways of working to strengthen outcomes for leaders, employees, and HR teams.
- Partner with functional owners where specialized methodologies or capabilities are required.
MINIMUM REQUIREMENTS
- Bachelor's degree in Business Administration, Human Resources, Organizational Effectiveness, Project Management, or a related field, or an equivalent combination of education and experience.
- At least 5 years of related experience in HR, program or project management, strategy execution, operations, organizational effectiveness, consulting, analytics, finance, or continuous improvement.
- Demonstrated ability to manage cross-functional projects or programs from planning through implementation and follow-through.
- Experience organizing and communicating data, risks, decisions, and progress for leadership audiences.
- Strong facilitation, stakeholder management, written communication, and organizational skills.
- Ability to manage multiple priorities independently and bring structure to ambiguous work.
PREFERRED QUALIFICATIONS
- Experience supporting strategic planning, operating reviews, organization design, workforce transformation, or HR implementation programs.
- Project Management Professional (PMP), Certified Associate in Project Management (CAPM), Lean Six Sigma, Prosci, or comparable experience.
- Experience in a large, complex, or regulated organization.
- Experience creating executive presentations, dashboards, playbooks, or implementation tools.
Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Our Values
Connected, Committed, Trustworthy, Safe
Our Employee Commitments
- Work that makes a difference
- A team you can count of
- Opportunities to grow
- Rewards that help you thrive
Xcel Energy provides job applicants reasonable accommodations for disabilities throughout the application process. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form.
Non-Bargaining
The anticipated starting base pay for this position is: $84,900.00 to $125,000.00 per year
This position is eligible for the following benefits: Annual Incentive Program, Medical/Pharmacy Plan, Dental, Vision, Life Insurance, Dependent Care Flexible Spending Account, Health Care Flexible Spending Account, Health Savings Account (HSA) (if enrolled in eligible health plan), Limited-Purpose FSA (if enrolled in eligible health plan and HSA), Transportation Reimbursement Account, Short-term disability (STD), Long-term disability (LTD), Employee Assistance Program (EAP), Fitness Center Reimbursement (if enrolled in eligible health plan), Tuition reimbursement, Transit programs, Employee recognition program, Pension, 401(k) plan, Paid time off (PTO), Holidays, Volunteer Paid Time Off (VPTO), Parental Leave
Benefit plans are subject to change and Xcel Energy has the right to end, suspend, or amend any of its plans, at any time, in whole or in part.
In any materials you submit, you may redact or remove age-identifying information including but not limited to dates of school attendance and graduation. You will not be penalized for redacting or removing this information.
Deadline to Apply: 11/21/26
EEO is the Law (PDF) | Equal Opportunity Statement (PDF) | Employee Rights (PDF)
All Xcel Energy employees and contractors share responsibility for protecting the company's information and systems by adhering to cybersecurity policies, standards, and best practices, recognizing that cybersecurity is everyone's responsibility.
Accessibility Statement
Xcel Energy endeavors to make https://www.xcelenergy.com and https://jobs.xcelenergy.com accessible to any and all users. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form. For any other application related questions, including application follow-ups or technical issues, please use our Recruiting Assistance, Electra, for assistance. Electra can be found in the lower right-hand corner of our Xcel Energy Careers site.
INTRODUCTION
Xcel Energy (NASDAQ: XEL) is a leading energy provider and Fortune 500 company, dedicated to serving millions of electricity and natural gas customers across eight states: Minnesota, Colorado, Wisconsin, Michigan, North Dakota, South Dakota, New Mexico and Texas. We make energy work better for our customers, helping them thrive every day. That means always raising the bar - delivering better service and providing more reliable, resilient, and sustainable energy.
Xcel Energy is a place where you’ll have opportunities to grow, expand your skills, and help lead the clean energy transition. We offer meaningful rewards, recognition, and support to help you build your career and make an impact - both on the job and beyond. Most importantly, it means you’ll be joining a company that knows employees are the driving force behind its success and is committed to helping you be your best.
Xcel Energy supports a hybrid work model to enable collaboration and flexibility. Many roles are expected to work onsite three days per week (Tuesday–Thursday); however, work location expectations vary based on role, team, and business needs.
Position Summary
The Senior Consultant, HR Planning & Enablement turns Human Resources + Employee Services (HR+ES) priorities into well-managed programs, integrated plans, clear milestones, and measurable results. The role provides the planning, portfolio, financial and execution discipline that helps HR leaders and teams deliver consistently across functions.
The role manages operating reviews, selected cross-functional programs, portfolio and resource visibility, performance measures, and repeatable enablement approaches. It coordinates stakeholders, identifies competing priorities and dependencies, supports financial and resource planning, and strengthens processes and ways of working so leaders have the information and structure needed to make decisions and sustain progress.
Success comes from making complex work easier to execute, creating visibility and accountability without unnecessary bureaucracy, and building practical tools, routines, and continuous improvement practices that strengthen outcomes across HR+ES.
Essential Responsibilities
Program & Project Management:
- Manage selected HR+ES programs from definition through implementation to support timely, coordinated delivery.
- Build and maintain integrated program plans, milestones, roles, decision points, risks, dependencies, and follow-up actions.
- Coordinate stakeholders and workstreams across HRBPs, COEs, Shared Services/Operations, and other HR+ES and enterprise partners.
- Identify barriers, risks, and decisions requiring leadership attention and facilitate timely resolution.
- Reinforce clear ownership and accountability for commitments and delivery.
Performance Management & Operating Reviews:
- Manage the Monthly Operating Review (MOR) and related performance forums to provide leaders with consistent visibility to progress, performance, risks, and results.
- Coordinate inputs across HR+ES and strengthen the quality, clarity, and business relevance of insights presented.
- Connect measures and performance information across functions to highlight emerging themes, implications, and areas requiring leadership attention.
- Track decisions, commitments, risks, and follow-up actions to reinforce accountability.
- Support a consistent operating rhythm that enables leaders to move from performance insight to action.
Strategy Execution & Portfolio Coordination:
- Maintain an integrated view of HR+ES priorities, including sponsors, owners, milestones, dependencies, risks, resource needs, financial considerations, and expected outcomes.
- Identify competing commitments, capacity constraints, and cross-functional dependencies.
- Provide visibility needed to support leadership sequencing, resource, and investment decisions.
- Partner to support budget planning, forecasting, resource management, and financial reviews.
- Connect financial and resource information to portfolio priorities and execution.
Design Enablement Programs:
- Provide program and project management for selected HR+ES priorities requiring coordination across multiple functions.
- Connect approved organization design and effectiveness priorities to the integrated HR+ES portfolio.
- Build integrated plans and milestone views and coordinate participating HR functions and partners.
- Track dependencies, decisions, risks, resources, and commitments and coordinate implementation readiness across HR workstreams.
Ensure the appropriate capability owner is engaged while HRBPs and business leaders retain organization design decisions.
Measurement, Analytics & Business Insight:
- Partner with Workforce Planning & Analytics and initiative/functional owners to use agreed measures and insights in HR+ES performance reviews.
- Connect results and insights across functions to provide a more integrated view of performance.
- Identify implications, trends, and areas requiring increased visibility or follow-through.
- Translate data and performance information into clear insights that support leadership discussions and decisions.
- Leverage existing functional analytics products while maintaining ownership of those products within the accountable function.
Process, Tools & Continuous Improvement:
- Identify opportunities to simplify work, improve consistency, and strengthen operational effectiveness across HR+ES.
- Create repeatable processes, tools, and ways of working that improve execution and enable more consistent outcomes.
- Support adoption of continuous improvement practices and operational enhancements across HR+ES.
- Improve processes and ways of working to strengthen outcomes for leaders, employees, and HR teams.
- Partner with functional owners where specialized methodologies or capabilities are required.
MINIMUM REQUIREMENTS
- Bachelor's degree in Business Administration, Human Resources, Organizational Effectiveness, Project Management, or a related field, or an equivalent combination of education and experience.
- At least 5 years of related experience in HR, program or project management, strategy execution, operations, organizational effectiveness, consulting, analytics, finance, or continuous improvement.
- Demonstrated ability to manage cross-functional projects or programs from planning through implementation and follow-through.
- Experience organizing and communicating data, risks, decisions, and progress for leadership audiences.
- Strong facilitation, stakeholder management, written communication, and organizational skills.
- Ability to manage multiple priorities independently and bring structure to ambiguous work.
PREFERRED QUALIFICATIONS
- Experience supporting strategic planning, operating reviews, organization design, workforce transformation, or HR implementation programs.
- Project Management Professional (PMP), Certified Associate in Project Management (CAPM), Lean Six Sigma, Prosci, or comparable experience.
- Experience in a large, complex, or regulated organization.
- Experience creating executive presentations, dashboards, playbooks, or implementation tools.
Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Our Values
Connected, Committed, Trustworthy, Safe
Our Employee Commitments
- Work that makes a difference
- A team you can count of
- Opportunities to grow
- Rewards that help you thrive
Xcel Energy provides job applicants reasonable accommodations for disabilities throughout the application process. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form.
Non-Bargaining
The anticipated starting base pay for this position is: $84,900.00 to $125,000.00 per year
This position is eligible for the following benefits: Annual Incentive Program, Medical/Pharmacy Plan, Dental, Vision, Life Insurance, Dependent Care Flexible Spending Account, Health Care Flexible Spending Account, Health Savings Account (HSA) (if enrolled in eligible health plan), Limited-Purpose FSA (if enrolled in eligible health plan and HSA), Transportation Reimbursement Account, Short-term disability (STD), Long-term disability (LTD), Employee Assistance Program (EAP), Fitness Center Reimbursement (if enrolled in eligible health plan), Tuition reimbursement, Transit programs, Employee recognition program, Pension, 401(k) plan, Paid time off (PTO), Holidays, Volunteer Paid Time Off (VPTO), Parental Leave
Benefit plans are subject to change and Xcel Energy has the right to end, suspend, or amend any of its plans, at any time, in whole or in part.
In any materials you submit, you may redact or remove age-identifying information including but not limited to dates of school attendance and graduation. You will not be penalized for redacting or removing this information.
Deadline to Apply: 11/21/26
EEO is the Law (PDF) | Equal Opportunity Statement (PDF) | Employee Rights (PDF)
All Xcel Energy employees and contractors share responsibility for protecting the company's information and systems by adhering to cybersecurity policies, standards, and best practices, recognizing that cybersecurity is everyone's responsibility.
Accessibility Statement
Xcel Energy endeavors to make https://www.xcelenergy.com and https://jobs.xcelenergy.com accessible to any and all users. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form. For any other application related questions, including application follow-ups or technical issues, please use our Recruiting Assistance, Electra, for assistance. Electra can be found in the lower right-hand corner of our Xcel Energy Careers site.
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Who's Hiring
Top Industries Hiring
- Accounting & Auditing
- Consulting & Professional Services
- Energy
- Insurance
- Investment & Asset Management
Mid Level Planning Consultant Jobs: Frequently Asked Questions
How do I get a mid level planning consultant job?
Position the depth of your experience, not just its length. Highlight projects you led independently, decisions you owned, and outcomes you can point to with measurable results. Tailor your resume to show progression within planning work, such as moving from supporting others to driving deliverables yourself. Employers at this level want evidence of judgment and autonomy, so lead with your most complex, self-directed projects.
Which companies hire mid level planning consultants?
Companies hiring mid level planning consultants right now include Deloitte, ZS, and Xcel Energy, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to come from consulting firms building out project teams, large corporations staffing internal planning functions, and government contractors managing complex, multi-phase initiatives.
Are there remote mid level planning consultant jobs?
Yes, though availability varies by employer and project type. About 60% of mid level planning consultant openings are remote or hybrid as of November 2026, reflecting the analytical and deliverable-driven nature of planning work that translates well to distributed teams. Roles tied to on-site stakeholder engagement or facility-specific planning are more likely to require in-person presence.
How do I move up to a mid level planning consultant role?
Moving from entry level into a mid level planning consultant role requires building a record of increasing ownership. Early-career work that demonstrates you can manage a workstream independently, communicate findings to stakeholders, and handle scope changes without close supervision signals readiness. Deepening a specialization, whether in land use, supply chain, strategic, or operational planning, and showing measurable impact on outcomes accelerates that progression.
Which industries hire the most mid level planning consultants?
Mid Level planning consultant roles concentrate in Accounting & Auditing, Consulting & Professional Services, and Energy, based on current listings on Migrate Mate as of November 2026. These sectors drive hiring at this level because their operations depend on structured planning expertise to manage regulatory requirements, resource allocation, and long-range project delivery across multiple stakeholders.