Lead Insights Consultant

WGU is looking for a Lead Insights Consultant who is passionate about building a better future for individuals, communities, and our country, and who is committed to working hard to play a part in that future.

Driven by a mission to expand access to higher education through online, competency‑based degree programs, WGU is also committed to being a great place to work for a diverse workforce of student‑focused professionals. The university has pioneered a new way to learn in the 21st century, one that has received praise from academic, industry, government, and media leaders. Whatever your role, working for WGU gives you a part to play in helping students graduate, creating a better tomorrow for themselves and their families.

The salary range for this position takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At WGU, it is not typical for an individual to be hired at or near the top of the range for their position, and compensation decisions are dependent on the facts and circumstances of each case.

A reasonable estimate of the current range is:

Grade:
Professional 314
Pay Range: $ - $

The Lead Insights Consultant is responsible for generating, synthesizing, and translating deep insights on labor markets, workforce transformation, and the lived experiences of students and workers to inform institutional strategy and ventures. This role operates at the intersection of research, strategy, and sense making, integrating quantitative data, qualitative research, and ethnographic understanding to surface patterns, implications, and forward‑looking perspectives on the future of work.

Serving as a trusted advisor to senior leaders, the role influences decision‑making through rigorous analysis, clear frameworks, and compelling narratives rather than formal authority or people leadership. The position partners closely with cross‑functional teams across the institution to align and synthesize insights, avoid duplication, and ensure research is applied effectively to strategic planning, innovation, and external thought leadership.

• Synthesize diverse data sources—including secondary research, primary studies, qualitative research, and social listening—to develop a comprehensive view of workforce dynamics, mobility, and opportunity.
• Analyze current and emerging career pathways, incorporating demographic, industry, and geographic variation to surface patterns, inequities, and points of intervention.

• Develop insight into task‑level impacts of artificial intelligence, including skill erosion and emergence, changes in occupational structure, and patterns of human–machine collaboration.
• Examine how technological, economic, and social forces are reshaping the nature, meaning, and organization of work over time.
• Generate forward‑looking perspectives that help the institution understand not just what is changing, but how and why those changes matter for talent and employers.

• Working with other partners across WGU, connect qualitative and ethnographic understanding of how individuals navigate career decisions, transitions, and key “buying” or enrollment moments to strategic frameworks and decisions.
• Examine employer decision‑making at the human level, including hiring, upskilling, and credential valuation practices.

• Partner with leaders within the Strategy & Ventures Group to ensure insights are appropriately applied across development and planning efforts.
• Partner with leaders conducting related research across WGU (e.g., Institutional Analytics and Research, Marketing, Schools & Colleges) to align perspectives and synthesize—not duplicate—function‑specific research into WGU‑wide insights.
• Adapt insights communication for diverse audiences, including senior leadership, cross‑functional teams, and external stakeholders, balancing rigor with accessibility.
• Translate complex research into…