Workforce Design & Implementation Lead; Long-Term Care Focus

Workforce Design & Implementation Lead (Long-Term Care focus)

Reports to:

Co-Director, U.S. Enterprise

Status:
Full-time (grant-funded)

Location:

Twin Cities (Minnesota); non-remote position (expected to work 80%-100% in office).

40 hours/week, weekday/daytime hours, evenings and weekends required as needed.

Hello Hello! So you’re interested in joining us? Welcome, we’re happy you’re here.

When you Join Alight, you’ll find…

A team with deep experience in co-designing solutions that create new value around the world. We know we need to always be better, and we believe in the power and abundance of everyday people, everywhere, to change the world with us.

A culture of radical accountability to our customers –as we help build a meaningful life for and with the displaced, we ask them what they want and then deliver on it.

An organization that refuses to settle for anything less than delivering human-worthy services.

If you are looking to be part of a living, breathing, ever-changing organization full of disrupters and doers, then read on!

We’re seeking a User Research Designer to join us as a Workforce Design & Implementation Lead to help shape, strengthen, and scale best‑in‑class employment pathways programming for New Americans in the workforce. In this role, you will uncover deep user insights, design empathetic research strategies, and translate findings into real hiring tools, clearer job pathways, and stronger retention practices for New American job seekers and employees, specifically in the Long‑Term Care industry.

You will take the lead on the Long‑Term Care Workforce Design & Implementation tracks, while also understanding the interactions between Alight’s employment pathways and wraparound services/community support teams.

While embedded in the broader LTC workforce strategy, this role holds primary ownership and accountability for Track 2 (Job Clarity, Belonging & Retention Tools) and Track 4 (LTC Match Model & Job Tryouts) outcomes delivered on‑time and in alignment with grant workplans.

User Research & Insight Development – 30%

• Plan and execute qualitative and quantitative research with New American workers, supervisors, and employers to surface lived experiences related to belonging, harm, growth, and misalignment.
• Observe and shadow frontline staff and supervisors to understand real workplace dynamics.
• Co‑create supports that strengthen belonging and reduce misunderstandings after hire.
• Facilitate learning sessions with employer staff already doing informal retention or cultural navigation work.
• Identify patterns in user behavior and synthesize insights into practical tools employers can realistically adopt.

Design & Implementation – 50%

• Translate insights into journey maps, personas, opportunity areas, prototypes, and recommended interventions.
• Partner with program leads, case managers, and employers to design solutions that improve access, usability, and outcomes for New American jobseekers.
• Lead inclusive design practices to ensure solutions consider cultural, linguistic, accessibility, and socioeconomic factors.
• Develop and deploy tools specific to the LTC tracks:
  • Track 2 – Job Clarity, Belonging & Retention Tools
    • Design and test tools that help New American job seekers understand LTC roles before hiring, including job expectations, emotional and physical demands, schedules, and common workplace challenges.
    • Create materials that can be used during job search, screening, and interviews to improve candidate‑employer fit.
  • Track 4 – LTC Match Model & Job Tryout Design
• Map hiring workflows with 1–3 LTC employers to understand decision points, timelines, costs, and pain points.
• Lead co‑creation of the LTC Match Model with employers, CBOs, training providers, and New American workers.
• Design and help run job tryout or match events that allow candidates to demonstrate readiness beyond traditional interviews.
• Ensure job expectations and cultural considerations are surfaced early in the hiring process.
• Collect and analyze feedback to iterate on the Match Model over time.

Cross‑Portfolio Collaboration (LTC Workforce) – 15%

• Contribute to other LTC workforce initiatives as needed, including…