Transformational Change
Built for Healthcare Business Model Shifts.JBE Consultants combines frontline clinical insight with organizational design and operating-model advisory—aligning finance, operations, and workforce execution so performance holds.
M&A Integrations Supported
Facilities Impacted by Productivity Reporting Redesign
consultants
Your Strategic Advisors
Brigid E. Jones
Founder | Operational Strategy Consultant
Text is in white
Brigid Jones is an Operational Strategy Consultant with a career built on both sides of healthcare — the bedside and the executive decision table.
She began as a nurse, including years in the NICU, before moving into healthcare finance and operations consulting. In that role, she partnered with CFOs, CNOs, hospital leaders, and operational teams to build and redesign the decision-support tools leaders across multi-site health systems actually use.
That dual lens is the foundation of her work.
Brigid helps healthcare leaders see where operational friction is being absorbed across the system — and what it is costing in dollars, risk, workforce stability, patient experience, and strategic capacity.
Her core belief is simple: the cost of a misaligned system does not disappear. It lands somewhere.
When workflows are unclear, staffing models are stretched, reports do not reflect the work, or new tools add burden instead of removing it, people often absorb the difference through overtime, workarounds, burnout, delayed decisions, and data no one fully trusts.
Brigid’s work is to trace that cost back to where it is actually being created — not just where it shows up on a report.
She specializes in execution reality: the point where strategy, leadership assumptions, operating models, and daily work meet. Her work helps leaders answer a practical question:
Can this strategy actually work under real conditions — without people quietly making up the difference?
Her experience spans productivity reporting, staffing models, hospital FTE budgeting, enterprise implementation, and clinical practice change. One redesign of productivity reporting and decision-support workflows across 25+ facilities reduced reporting time by 96%, increased CFO adoption, and created clearer visibility between finance, operations, and frontline reality.
*Led a productivity reporting redesign impacting 25+ facilities—driving adoption and reducing reporting burden.
Cindy Goyette
Strategic Advisor Org Design and Business Transformation
Text is in white
Cindy Goyette is a senior organizational design and workforce strategy leader with nearly 30 years of experience helping for-profit companies build, integrate, and transform the systems that allow people and businesses to perform at their best. Her work sits at the intersection of business strategy, organizational design, workforce planning, and leadership effectiveness—where structure, work, and talent must align to deliver results.
Cindy’s career spans Fortune 100 and 500 companies, private equity and venture-backed firms, and high-growth startups. She has led and supported more than ten complex mergers and acquisitions, working closely with executive teams to inventory entire businesses—mapping the work, roles, costs, capabilities, and talent required to integrate and operate newly formed enterprises. Through this work, she developed deep expertise in designing “Company C”—the intentionally built organization that must emerge after a merger, rather than simply scaling Company A or B.
In the second half of her career, Cindy pivoted from integrating businesses to building, fixing, and transforming HR and people systems from the ground up. She has architected and modernized HR operating models, including Shared Services, Centers of Excellence, and HR Business Partner structures; led large-scale HR technology implementations; and coached leaders through organizational change, growth, and reinvention. Her work consistently focuses on clarifying roles, redesigning jobs around real work, improving leadership capability, and ensuring organizations have the right kind of talent for the stage of business they are in.
What distinguishes Cindy’s approach is her systems perspective. She believes most organizations struggle not because of a lack of talent, but because they lack visibility into the work that needs to be done and how people are actually being deployed to do it. She is the creator of the Whole People Technology™ concept—a holistic workforce framework designed to capture not only job titles, but work units, skills, experience, behavioral operating styles, and capacity. This approach enables leaders to make smarter decisions about organizational design, resource allocation, and talent deployment—especially in environments experiencing rapid change.
Cindy is known for her ability to translate complexity into clarity. She partners with CEOs, COOs, CFOs, and HR executives to diagnose root causes, challenge legacy assumptions, and design practical solutions that improve performance, engagement, and financial outcomes. She brings a builder’s mindset to every engagement—comfortable operating in ambiguity, creating structure where none exists, and helping organizations evolve as their business models change.
She holds a Master’s degree in Organizational Management, is SPHR-certified, and is a frequent writer and thought leader on organizational design, workforce strategy, and the future of work. She is also a Prosci Certified Change Practitioner and Leadership Coach. Cindy is deeply committed to helping leaders treat people as a core component of business strategy—not an afterthought—and to building companies that work better for both the business and the humans inside them.
*Supported 10+ M&A integrations—designing the org, roles, and people systems required post-close