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Talent Systems Jobs (NOW HIRING)

Harris County, TX

Director of Talent

Houston, TX · On-site

This role ensures that Talent systems, programs, and policies are strategic, equitable, data-driven, and responsive to the operational needs of more than 500 employees across Centers, Parks, Road ...

University of Pennsylvania

Future oriented and systems minded * Comfortable balancing strategy and execution * Credible with ... Evaluate current talent acquisition practices across Penn and develop a comprehensive talent ...

Harris County

Director of Talent

Houston, TX · On-site

This role ensures that Talent systems, programs, and policies are strategic, equitable, data-driven, and responsive to the operational needs of more than 500 employees across Centers, Parks, Road ...

Harris County

Director of Talent

Houston, TX

This role ensures that Talent systems, programs, and policies are strategic, equitable, data-driven, and responsive to the operational needs of more than 500 employees across Centers, Parks, Road ...

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All JobsTalent Systems Jobs

Talent Systems information

See salary details

$46K

$102.1K

$153K

How much do talent systems jobs pay per year?

As of Jul 12, 2026, the average yearly pay for talent systems in the United States is $102,067.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,000.00 and $125,000.00 per year, depending on experience, location, and employer.

What is a talent system?

A talent system in a talent management role refers to the software or processes used to identify, develop, and retain employees within an organization. It often involves tools for performance management, learning, succession planning, and data analysis to support strategic HR decisions.

Who is the CEO of Talent Systems?

Talent Systems is a company that provides talent management solutions; the CEO position may vary over time. For the most current information, refer to the company's official website or recent press releases.

How does a Talent Systems professional typically collaborate with HR and IT teams to implement new HR technologies?

Talent Systems professionals often act as a bridge between HR and IT departments when introducing or upgrading HR technologies. They translate HR needs into technical requirements, coordinate testing and implementation, and provide ongoing support and training to end users. Effective collaboration involves regular meetings, clear communication of project goals, and joint problem-solving to ensure the system aligns with organizational objectives and user expectations. This cross-functional teamwork is essential for the successful adoption and optimization of talent management platforms.

What are Talent Systems?

Talent Systems refer to the software platforms and digital tools that organizations use to manage various aspects of the employee lifecycle, including recruitment, onboarding, performance management, learning, and development. These systems help HR teams streamline processes, improve data accuracy, and enhance the employee experience. Popular examples include Applicant Tracking Systems (ATS), Human Resource Information Systems (HRIS), and Learning Management Systems (LMS). By integrating these tools, companies can more effectively attract, retain, and develop top talent.

What jobs pay 500,000 a year in the US?

In the field of talent systems, high-paying roles such as executive recruiters, talent acquisition directors, and HR executives can reach or exceed $500,000 annually, especially with bonuses and stock options. These positions typically require extensive experience, strong industry networks, and advanced skills in talent management and strategic planning.

What are the key skills and qualifications needed to thrive as a Talent Systems Specialist, and why are they important?

To thrive as a Talent Systems Specialist, you need a strong understanding of HR processes, data management, and experience with talent management systems, often supported by a degree in HR, IT, or a related field. Familiarity with systems like Workday, SAP SuccessFactors, or Oracle HCM, and relevant certifications such as SHRM-CP or system-specific credentials, are typically required. Strong analytical skills, attention to detail, and effective communication help you collaborate with HR teams and ensure smooth system operations. These capabilities are crucial for optimizing HR workflows, ensuring data accuracy, and supporting organizational talent strategies.

What is the difference between Talent Systems vs Talent Acquisition Specialist?

AspectTalent SystemsTalent Acquisition Specialist
Primary FocusManaging HR software, data analytics, and talent management systemsRecruiting, interviewing, and hiring candidates
Required CredentialsHR certifications, knowledge of HRIS systems, data analysis skillsHR or recruiting certifications, communication skills
Work EnvironmentHR departments, tech-focused teams, administrative settingsRecruitment agencies, corporate HR teams, hiring events
Industry UsageUsed across industries for HR process optimizationUsed in industries with active hiring needs

While Talent Systems focus on managing HR technology and data, Talent Acquisition Specialists are directly involved in recruiting and hiring candidates. Both roles are essential in HR but serve different functions within the talent management process.

Is talent a legit company?

Talent Systems is a staffing and recruitment company that provides workforce solutions across various industries. Its legitimacy can be verified through business registration records and customer reviews; it is a recognized entity in the employment services sector. Job seekers should research the company's reputation and verify its credentials before engaging.
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Talent Systems jobs near you
Infographic showing various Talent Systems job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 87% Full Time, 9% Part Time, and 3% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $102,067 per year, or $49.1 per hour.
Talent & Workforce Strategy Partner (Enterprise)

Talent & Workforce Strategy Partner (Enterprise)

BrightSpring Health Services

Louisville, KY

Full-time

Re-posted 27 days ago

BrightSpring Health Services rating

4.8

Company rating: 4.8 out of 10

Based on 62 frontline employees who took The Breakroom Quiz

216th of 235 rated social care providers

Job description

Our Company

BrightSpring Health Services

Overview

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. 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.

Responsibilities

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.
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.
About our Line of BusinessBrightSpring Health Services provides complementary home- and community-based health solutions for complex populations in need of specialized and/or chronic care. Through the Company's service lines, including pharmacy, home health care, and rehabilitation, we provide comprehensive and more integrated care and clinical solutions in all 50 states to over 475,000 customers, clients and patients daily. BrightSpring has consistently demonstrated strong and industry-leading quality metrics across its services lines, while improving the health and quality of life for high-need individuals and reducing overall healthcare system costs. For more information, please visit www.brightspringhealth.com. Follow us on Facebook, LinkedIn, and X.Employment Type: FULL_TIME

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