Senior Level Strategy and Operations Consultant Jobs
Senior level strategy and operations consultant jobs place experienced professionals in charge of shaping organizational direction, owning cross-functional initiatives, and leading the teams that turn strategy into measurable results. Openings skew heavily remote and hybrid across Consulting & Professional Services, Insurance, and Telecommunications, with employers like ZS, T-Mobile, and BGBx Consulting hiring at this level now.
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Showing 5 of 15+ Senior Level Strategy and Operations Consultant jobs
At T-Mobile, we invest in YOU! Our Total Rewards Package ensures that employees get the same big love we give our customers. All team members receive a competitive base salary and compensation package - this is Total Rewards. Employees enjoy multiple wealth-building opportunities through our annual stock grant, employee stock purchase plan, 401(k), and access to free, year-round money coaches. That’s how we’re UNSTOPPABLE for our employees!
Job OverviewWe are seeking a Senior Consultant to join an aligned account team that connects to the business and other HR COE representatives. Acting as a trusted talent advisor, you will diagnose and maintain leadership and talent needs, craft them into clear talent strategy and briefs, and govern the portfolio of talent work through to execution in partnership with the Talent Development & Learning team. The role is both a consultant to the business and a steward of enterprise talent strategy, requiring deep expertise in talent management and talent frameworks, the credibility to advise senior leaders, and the rigor to keep the talent portfolio strategic, well-governed, and connected to business outcomes.
** This is a hybrid role (3 days/week in the office) and is based in Frisco, TX **
Job Responsibilities:
- Serve as the primary Talent Management point of contact for assigned account teams.
- Build and maintain trusted relationships with Sr. HR Strategic Partners (Sr. HRPs) and HR Strategic Advisors. Develop deep understanding of each account team's business strategy, leadership challenges, and talent needs.
- Identify and diagnose leadership and talent issues, surfacing root causes and anticipate needs before they become reactive requests. Share business insights back into the Talent Management team to inform talent strategy and processes.
- Define annual and multi-year talent priorities aligned to business strategy. Identify target populations and articulate their business relevance.
- Develop enterprise talent frameworks (e.g., leadership standards, succession criteria) and set outcomes/governance for talent initiatives. Evaluate the portfolio of talent programs against strategic priorities; stay current on external talent management and leadership development trends, bringing an outside-in perspective.
- Own the Talent Management/Talent Development & Learning operating model in practice, tracking all active briefs and engagements across the workflow.
- Maintain a portfolio-level view of what is in flight, in queue, and complete; own and maintain the brief quality standard. Support the regular operating rhythm on portfolio status; flag scope changes, resource constraints, and decision-gate issues.
- Document go/no-go decisions and manage when decisions are contested.
- Also responsible for other duties/projects as specified by business management as needed.
Required Qualifications:
- Bachelor's degree and 7 years of related work experience OR advanced degree with 3 years of related work experience OR a combination of education and experience deemed equivalent.
- 7+ years of progressive experience in talent management, organizational development, leadership development, and/or HR business partnership.
- Experience developing and delivering talent management strategies for large-scale frontline organizations, particularly retail and customer care/contact center environments.
- Demonstrated expertise in enterprise talent management, including executive succession planning, leadership readiness criteria, talent assessments, and executive development strategies.
- Experience developing, implementing, or governing talent management frameworks, including succession planning, leadership standards, and identification of critical talent populations.
- Proven ability to advise senior HR and business leaders to diagnose complex leadership and talent challenges, influence decisions, and translate business needs into actionable talent strategies.
- Strong analytical and critical thinking skills, with experience assessing leadership capabilities, identifying succession gaps, and translating talent insights into recommendations and priorities.
- Experience partnering across Talent Management, Talent Development, and HR teams to align strategic priorities, establish governance, and oversee a portfolio of talent initiatives through execution.
Preferred Qualifications:
- Bachelor's or advanced degree in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, or a related field.
- Experience shaping and facilitating executive talent and succession strategies within a large, complex, matrixed organization.
- Experience establishing talent segmentation, executive readiness assessments, succession pipelines, or high-potential leadership criteria.
- At least 18 years of age
- Legally authorized to work in the United States
Travel:
Travel Required (Yes/No): Yes
DOT Regulated:
DOT Regulated Position (Yes/No): No
Safety Sensitive Position (Yes/No): No
Total Target Cash Earnings Opportunity: $123,960 - $223,560 National Base Pay Range: $103,300 - $186,300
The Total Target Cash Earnings Opportunity represents the expected total cash compensation for this role at target performance, combining base salary and annual incentive opportunity. Actual earnings may be higher or lower depending on individual performance and overall company results.
The base pay range reflects the compensation component of this opportunity. The candidate’s actual pay will be based on various factors, such as work location, qualifications, and experience, so the actual starting pay will vary within this range. To find the pay range for this role based on hiring location, click here.
At T-Mobile, employees in regular, non-temporary roles are eligible for an annual bonus or periodic sales incentive or bonus, based on their role. Corporate employees are eligible for a year-end bonus based on individual and/or company performance and which is set at a percentage of the employee’s eligible earnings in the prior year. Certain positions in Customer Care are eligible for monthly bonuses based on individual and/or team performance. The incentive component included in the Total Target Cash Earnings Opportunity reflects target performance. Actual earnings included in the Total Target Cash Earnings Opportunity reflect target performance; actual payouts may vary.
At T-Mobile, our benefits exemplify the spirit of One Team, Together! A big part of how we care for one another is working to ensure our benefits evolve to meet the needs of our team members. Full and part-time employees have access to the same benefits when eligible. We cover all of the bases, offering medical, dental and vision insurance, a flexible spending account, 401(k), employee stock grants, employee stock purchase plan, paid time off and up to 12 paid holidays - which total about 4 weeks for new full-time employees and about 2.5 weeks for new part-time employees annually - paid parental and family leave, family building benefits, back-up care, enhanced family support, childcare subsidy, tuition assistance, college coaching, short- and long-term disability, voluntary AD&D coverage, voluntary accident coverage, voluntary life insurance, voluntary disability insurance, and voluntary long-term care insurance. We don't stop there - eligible employees can also receive mobile service & home internet discounts, pet insurance, and access to commuter and transit programs! To learn about T-Mobile’s amazing benefits, check out www.t-mobilebenefits.com.
As part of the T-Mobile team, you know the Un-carrier doesn’t have a corporate ladder–it’s more like a jungle gym of possibilities! We love helping our employees grow in their careers, because it’s that shared drive to aim high that drives our business and our culture forward. By applying for this career opportunity, you’re living our values while investing in your career growth–and we applaud it. You’re unstoppable!
T-Mobile USA, Inc. is an Equal Opportunity Employer. All decisions concerning the employment relationship will be made without regard to age, race, ethnicity, color, religion, creed, sex, sexual orientation, gender identity or expression, genetic information, national origin, religious affiliation, marital status, citizenship status, veteran status, the presence of any physical or mental disability, or any other status or characteristic protected by federal, state, or local law. Discrimination, retaliation or harassment based upon any of these factors is wholly inconsistent with how we do business and will not be tolerated.
Talent comes in all forms at the Un-carrier. If you are an individual with a disability and need reasonable accommodation at any point in the application or interview process, please let us know by emailing ApplicantAccommodation@t-mobile.com or calling 1-844-873-9500. Please note, this contact channel is not a means to apply for or inquire about a position and we are unable to respond to non-accommodation related requests.
At T-Mobile, we invest in YOU! Our Total Rewards Package ensures that employees get the same big love we give our customers. All team members receive a competitive base salary and compensation package - this is Total Rewards. Employees enjoy multiple wealth-building opportunities through our annual stock grant, employee stock purchase plan, 401(k), and access to free, year-round money coaches. That’s how we’re UNSTOPPABLE for our employees!
Job OverviewWe are seeking a Senior Consultant to join an aligned account team that connects to the business and other HR COE representatives. Acting as a trusted talent advisor, you will diagnose and maintain leadership and talent needs, craft them into clear talent strategy and briefs, and govern the portfolio of talent work through to execution in partnership with the Talent Development & Learning team. The role is both a consultant to the business and a steward of enterprise talent strategy, requiring deep expertise in talent management and talent frameworks, the credibility to advise senior leaders, and the rigor to keep the talent portfolio strategic, well-governed, and connected to business outcomes.
** This is a hybrid role (3 days/week in the office) and is based in Frisco, TX **
Job Responsibilities:
- Serve as the primary Talent Management point of contact for assigned account teams.
- Build and maintain trusted relationships with Sr. HR Strategic Partners (Sr. HRPs) and HR Strategic Advisors. Develop deep understanding of each account team's business strategy, leadership challenges, and talent needs.
- Identify and diagnose leadership and talent issues, surfacing root causes and anticipate needs before they become reactive requests. Share business insights back into the Talent Management team to inform talent strategy and processes.
- Define annual and multi-year talent priorities aligned to business strategy. Identify target populations and articulate their business relevance.
- Develop enterprise talent frameworks (e.g., leadership standards, succession criteria) and set outcomes/governance for talent initiatives. Evaluate the portfolio of talent programs against strategic priorities; stay current on external talent management and leadership development trends, bringing an outside-in perspective.
- Own the Talent Management/Talent Development & Learning operating model in practice, tracking all active briefs and engagements across the workflow.
- Maintain a portfolio-level view of what is in flight, in queue, and complete; own and maintain the brief quality standard. Support the regular operating rhythm on portfolio status; flag scope changes, resource constraints, and decision-gate issues.
- Document go/no-go decisions and manage when decisions are contested.
- Also responsible for other duties/projects as specified by business management as needed.
Required Qualifications:
- Bachelor's degree and 7 years of related work experience OR advanced degree with 3 years of related work experience OR a combination of education and experience deemed equivalent.
- 7+ years of progressive experience in talent management, organizational development, leadership development, and/or HR business partnership.
- Experience developing and delivering talent management strategies for large-scale frontline organizations, particularly retail and customer care/contact center environments.
- Demonstrated expertise in enterprise talent management, including executive succession planning, leadership readiness criteria, talent assessments, and executive development strategies.
- Experience developing, implementing, or governing talent management frameworks, including succession planning, leadership standards, and identification of critical talent populations.
- Proven ability to advise senior HR and business leaders to diagnose complex leadership and talent challenges, influence decisions, and translate business needs into actionable talent strategies.
- Strong analytical and critical thinking skills, with experience assessing leadership capabilities, identifying succession gaps, and translating talent insights into recommendations and priorities.
- Experience partnering across Talent Management, Talent Development, and HR teams to align strategic priorities, establish governance, and oversee a portfolio of talent initiatives through execution.
Preferred Qualifications:
- Bachelor's or advanced degree in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, or a related field.
- Experience shaping and facilitating executive talent and succession strategies within a large, complex, matrixed organization.
- Experience establishing talent segmentation, executive readiness assessments, succession pipelines, or high-potential leadership criteria.
- At least 18 years of age
- Legally authorized to work in the United States
Travel:
Travel Required (Yes/No): Yes
DOT Regulated:
DOT Regulated Position (Yes/No): No
Safety Sensitive Position (Yes/No): No
Total Target Cash Earnings Opportunity: $123,960 - $223,560 National Base Pay Range: $103,300 - $186,300
The Total Target Cash Earnings Opportunity represents the expected total cash compensation for this role at target performance, combining base salary and annual incentive opportunity. Actual earnings may be higher or lower depending on individual performance and overall company results.
The base pay range reflects the compensation component of this opportunity. The candidate’s actual pay will be based on various factors, such as work location, qualifications, and experience, so the actual starting pay will vary within this range. To find the pay range for this role based on hiring location, click here.
At T-Mobile, employees in regular, non-temporary roles are eligible for an annual bonus or periodic sales incentive or bonus, based on their role. Corporate employees are eligible for a year-end bonus based on individual and/or company performance and which is set at a percentage of the employee’s eligible earnings in the prior year. Certain positions in Customer Care are eligible for monthly bonuses based on individual and/or team performance. The incentive component included in the Total Target Cash Earnings Opportunity reflects target performance. Actual earnings included in the Total Target Cash Earnings Opportunity reflect target performance; actual payouts may vary.
At T-Mobile, our benefits exemplify the spirit of One Team, Together! A big part of how we care for one another is working to ensure our benefits evolve to meet the needs of our team members. Full and part-time employees have access to the same benefits when eligible. We cover all of the bases, offering medical, dental and vision insurance, a flexible spending account, 401(k), employee stock grants, employee stock purchase plan, paid time off and up to 12 paid holidays - which total about 4 weeks for new full-time employees and about 2.5 weeks for new part-time employees annually - paid parental and family leave, family building benefits, back-up care, enhanced family support, childcare subsidy, tuition assistance, college coaching, short- and long-term disability, voluntary AD&D coverage, voluntary accident coverage, voluntary life insurance, voluntary disability insurance, and voluntary long-term care insurance. We don't stop there - eligible employees can also receive mobile service & home internet discounts, pet insurance, and access to commuter and transit programs! To learn about T-Mobile’s amazing benefits, check out www.t-mobilebenefits.com.
As part of the T-Mobile team, you know the Un-carrier doesn’t have a corporate ladder–it’s more like a jungle gym of possibilities! We love helping our employees grow in their careers, because it’s that shared drive to aim high that drives our business and our culture forward. By applying for this career opportunity, you’re living our values while investing in your career growth–and we applaud it. You’re unstoppable!
T-Mobile USA, Inc. is an Equal Opportunity Employer. All decisions concerning the employment relationship will be made without regard to age, race, ethnicity, color, religion, creed, sex, sexual orientation, gender identity or expression, genetic information, national origin, religious affiliation, marital status, citizenship status, veteran status, the presence of any physical or mental disability, or any other status or characteristic protected by federal, state, or local law. Discrimination, retaliation or harassment based upon any of these factors is wholly inconsistent with how we do business and will not be tolerated.
Talent comes in all forms at the Un-carrier. If you are an individual with a disability and need reasonable accommodation at any point in the application or interview process, please let us know by emailing ApplicantAccommodation@t-mobile.com or calling 1-844-873-9500. Please note, this contact channel is not a means to apply for or inquire about a position and we are unable to respond to non-accommodation related requests.
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Senior Level Strategy and Operations Consultant Jobs: Frequently Asked Questions
How do I get a senior level strategy and operations consultant job?
Employers at this level want candidates who have owned high-stakes projects end to end, not just contributed to them. Prioritize experience where you shaped the strategy, managed stakeholders across leadership, and delivered measurable operational outcomes. Strong candidates also demonstrate the ability to mentor junior team members and communicate complex recommendations clearly to executive audiences. A portfolio of cross-functional wins carries more weight than credentials alone.
Which companies hire senior level strategy and operations consultants?
Companies hiring senior level strategy and operations consultants right now include ZS, T-Mobile, and BGBx Consulting, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from large enterprises running major transformation programs, management consulting firms scaling delivery capacity, and fast-growing companies building out their internal strategy functions.
Are there remote senior level strategy and operations consultant jobs?
Yes, and remote availability is notably strong at this level. About 90% of senior level strategy and operations consultant openings are remote or hybrid as of November 2026, reflecting employer confidence in placing experienced consultants outside a central office. Senior roles with significant stakeholder management or on-site delivery components are more likely to require hybrid or in-person presence.
What makes a strategy and operations consultant role senior level?
Senior level strategy and operations consultant roles are defined by scope and accountability. You are expected to own the full arc of an initiative, from framing the problem through final delivery, with limited day-to-day oversight. These roles require independent judgment on ambiguous problems, the ability to influence decisions at the leadership level, and responsibility for developing less experienced consultants on the team.
Which industries hire the most senior level strategy and operations consultants?
Senior level strategy and operations consultant roles concentrate in Consulting & Professional Services, Insurance, and Telecommunications, based on current listings on Migrate Mate as of November 2026. These sectors drive demand because they face complex operating environments, frequent organizational change, or the scale needed to justify dedicated senior strategy capacity inside the business.