Talent & Workforce Strategy Partner (Enterprise)

Responsibilities

• 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 and guide data-driven recruitment strategies for critical capabilities.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.