Health workforce planning specialists · Canada and the United States
Health Workforce Planning Consultants for Health Systems
Most health systems buy workforce planning from firms that do everything. We only do this, and we leave behind a function that runs.
Forecasting and capacity models, planning governance, reporting products, and workforce analytics, built inside health systems by people who have run them. Start with an audit, build the capability, or have us run it for you.
The problem
Health workforce planning lags every other industry. Not for lack of spending.
Leaders can see the pain: vacancies, overtime, agency spend, service lines that cannot open. What they are rarely given is a planning function that can answer what happens next. Three reasons, repeated across systems.
It is bought from generalists.
Health workforce planning is still procured from large firms that staff it with junior associates and a slide template. The work lands or it does not, and either way the needle rarely moves.
The data is not ready for it.
Definitions differ by department, pipelines are manual, and nobody owns the numbers. Models built on that foundation are argued with, not acted on.
The capability leaves with the project.
Planning gets stood up for one initiative, then dissolves when the funding ends. Two years later the same questions are being asked from scratch.
How we work
Audit. Build. Run.
One path, three entry points. Most organizations start with the audit because it is bounded, fast, and tells you exactly what the next step should be. Some already know and go straight to the build. Others need the function run for them, now.
Workforce Planning Audit
Weeks
A scored maturity assessment of how your organization governs, plans, staffs, and measures its workforce: governance, process, data, analytics, and reporting.
You leave with the gaps that matter, in order, and the scope for what comes next.
Start hereWorkforce Planning Capability Build
12 to 24 months, modular
We enter, redesign, and build: planning strategy and framework, governance, forecasting and capacity models, tools, reporting products, and workforce analytics pipelines and dashboards.
All of it or the parts you need, sequenced to your readiness, budget, and timelines. Then we transition it to your team.
What we buildManaged Workforce Planning
Ongoing
We run the function for you: recurring reporting, forecasts refreshed on a cadence, capacity planning and scenario modeling, and dedicated planning resources embedded with your teams.
Mature planning capacity without the multi-year hire.
How managed planning worksWhat we do
Five disciplines. One subject.
Health Human Resources Planning
Supply models, service utilization analysis, and needs-based estimates that connect workforce to the care a population requires.
Learn moreWorkforce Forecasting and Modeling
Stock-flow supply models, 3 to 10 year projections, and scenario comparisons with every assumption on the table.
Learn moreHealthcare Workforce Audit
Maturity scored across governance, process, data, analytics, and reporting, with a sequenced roadmap.
Learn moreHealthcare Change Management
Prosci and ADKAR-based readiness, communication, and adoption support so new planning practice sticks.
Learn moreWorkforce Planning Managed Services
An external planning team that runs reporting, forecasting, and capacity planning on your behalf.
Learn moreNot sure which one you need? That is the question the audit answers.
About the auditWhere this work has been done
Built inside health systems, not presented to them.
Provincial governments and health ministries. Regional health authorities across Western and Atlantic Canada. National non-profit health services. Global health organizations. Engagements spanning planning strategy, forecasting models, workforce system implementation, reporting redesign, and the change management that made them stick.
Representative experience by serviceLed by
Rob Howie, Principal
Nearly twenty years across health system operations, workforce management, planning and modeling, change management, and health technology implementation. Vendor-side as a systems integrator and client-side inside provincial and regional health authorities, which is why the work is scoped to what operations can actually run.
- Workforce planning and forecasting models
- Workforce management platforms (UKG/Kronos and others)
- Prosci and ADKAR change management
- Operational reporting and analytics redesign
The instruments
What we build with
Three platforms we developed because the tools health systems needed did not exist. Each stands alone; inside a build they are how forecasting, change readiness, and evidence get operationalized rather than presented once.
Workforce intelligence and forecasting
Senzo
Live workforce visibility, anomaly detection, and 3 to 10 year scenario projections in one system.
Team collaboration and change readiness
Symphony Insight
Quantified team dynamics, trust, and readiness so transformation is planned against how teams actually work.
Evidence synthesis
QuickLens
Automated literature review and evidence synthesis so planning decisions are grounded in current research.
You do not need to know what to ask for yet.
Most of the leaders we work with can name the pain but not the fix. Bring the problem. The audit turns it into a sequenced plan, and a 30-minute conversation tells you whether an audit is even the right first step.