Talent & Workforce Strategy Partner

Role Description

The Talent & Workforce Strategy Partner serves as the enterprise level talent strategist for one or more large, complex Lines of Business within BrightSpring’s diverse $14B portfolio. This role develops and executes multi-year (3 year) workforce strategies that directly influence operational performance, workforce stability, talent availability, and leadership pipeline strength.

• Own measurable workforce outcomes, lead enterprise-wide talent programs, and ensure competitive positioning in national labor markets.
• Act as the strategic advisor to executive leadership, blending market intelligence, workforce analytics, organizational design, and talent systems optimization.
• Lead large-scale programs, cross-functional workstreams, and strategic initiatives that shape the enterprise talent ecosystem.
• Partner closely with HR Operations, Enterprise OD, and Talent Acquisition teams.

Responsibilities

• Enterprise Talent Strategy & Market Leadership:
  • Serve as the enterprise talent strategist for assigned Lines of Business.
  • Develop 1‑, 2‑, and 3‑year workforce strategies aligned to business needs, labor market dynamics, and competitive intelligence.
  • Lead labor market intelligence efforts by assessing competitive talent dynamics, skill supply and demand, and industry hiring trends.
  • Identify target talent populations and sourcing markets to support strategic workforce planning.
  • Own measurable outcomes, including workforce stability, retention, time‑to‑fill, and leadership pipeline readiness.
  • Provide predictive labor insights for future business expansion, shifting operational models, or strategic initiatives.
  • Ensure roles are competitively positioned to attract high‑quality talent across diverse markets.
• Workforce Planning, Organizational Architecture & Succession:
  • Lead enterprise workforce planning processes that align with growth, operational demands, and labor supply realities.
  • Design workforce models and organizational structures that improve operational continuity and cost efficiency.
  • Lead enterprise succession planning and pipeline development with direct accountability for 3‑year readiness.
  • Track and ensure completion of actions identified during reviews to strengthen leadership depth.
  • Identify and communicate trends, risks, and gaps in workforce capability.
• Talent Systems Ownership & Process Modernization:
  • Lead design and optimization of scalable, enterprise-level people processes across the employee lifecycle.
  • Translate business needs into sustainable, technology‑enabled processes that improve workforce health and operational reliability.
  • Partner with HRIS, HR Operations, TA, OD, and Analytics to drive system adoption and measurable process improvement.
  • Identify process friction points and lead redesign efforts that enhance employee experience and stability.
  • Operate in close partnership with the enterprise OD function, leveraging enterprise frameworks while tailoring solutions to meet line of business needs.
• Leadership Partnership & Executive Consulting:
  • Serve as strategic workforce advisor to senior and executive leaders (SVPs, EVPs, Presidents).
  • Provide guidance on workforce architecture, organizational design, labor models, and talent-related decisions.
  • Offer data-driven recommendations that strengthen team effectiveness and advance leadership readiness.
  • Influence leaders to adopt proactive, future-oriented workforce strategies.
• Employee Lifecycle Optimization & Engagement Strategy:
  • Own workforce health metrics, including turnover, engagement, and lifecycle performance indicators.
  • Partner with HR and operations to design targeted strategies that improve retention and engagement.
  • Lead initiatives aimed at improving onboarding, early tenure retention, and lifecycle consistency.
  • Translate organizational engagement insights into actionable plans and measurable improvements.
• Enterprise Program Leadership (No Direct Reports):
  • Lead cross-functional talent initiatives (succession, workforce planning, lifecycle redesign, talent analytics).
  • Manage enterprise program governance, timelines, stakeholder alignment, and executive updates.
  • Ensure program outcomes are achieved and adopted consistently across assigned LOBs.
  • Serve as a primary integrator across HRBP, TA, Compensation, HR Ops, and operational leadership.

Qualifications

• Bachelor’s degree in HR, Business, Organizational Development, or related field (or equivalent experience).
• Significant experience in Talent Management, Workforce Strategy, Organizational Effectiveness, or People Operations.
• Demonstrated success advising senior leaders and driving enterprise-level workforce initiatives.
• Experience leveraging analytics to inform strategic decisions and drive measurable talent outcomes.
• Advanced business acumen and demonstrated understanding of complex, multi-industry workforce environments.
• Ability to influence senior leaders without direct authority.
• Strong program leadership capability across multiple stakeholders and competing priorities.
• Strategic, systems-oriented thinker with ability to translate insights into multi-year plans.
• Exceptional communication, facilitation, and executive presentation skills.
• High judgment, confidentiality, and professional maturity.
• Travel to business sites and field operations as required.