Talent & Workforce Strategy Partner (Enterprise)

BrightSpring Health Services

The Talent & Workforce Strategy Partner serves as the enterprise level talent strategist for one or more large complex Lines of Business within BrightSprings diverse $14B portfolio. Due to the scale operational diversity and market complexity of our businesses each assigned LOB represents an enterprise in its own right. This role develops and executes multi year (3 year) workforce strategies that directly influence operational performance workforce stability talent availability and leadership pipeline strength. The Partner owns measurable workforce outcomes leads enterprise-wide talent programs and ensures the assigned LOB is competitively positioned in national labor markets.

Operating as the strategic advisor to executive leadership the Partner blends market intelligence workforce analytics organizational design and talent systems optimization to drive sustainable results. While not a people managing role today this position leads large-scale programs cross-functional workstreams and strategic initiatives that shape the enterprise talent ecosystem. This role partners closely with the HR Operations Enterprise OD and Talent Acquisition teams.

Enterprise Talent Strategy & Market Leadership

• Serve as the enterprise talent strategist for assigned Lines of Business.
• Develop 1 2 and 3year 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 and guide data driven recruitment strategies for critical capabilities.
• Own measurable outcomes including workforce stability retention timetofill 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 highquality 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 3year 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 technologyenabled 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.
• Operates 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.

• Bachelors 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.