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Workforce Advisor Jobs (NOW HIRING)

Surge Staffing

Automotive Sales Manager

Columbus, OH · On-site

$70K - $80K/yr

The Automotive Account Manager will serve as a trusted advisor to automotive clients while partnering with recruiting and operations teams to deliver workforce solutions that support production ...

Surge Staffing

Automotive Sales Manager

Columbus, OH

$70K - $80K/yr

The Automotive Account Manager will serve as a trusted advisor to automotive clients while partnering with recruiting and operations teams to deliver workforce solutions that support production ...

Ohio Health

Advise leaders on UKG best practices, system capabilities, and process standardization opportunities. Optimization & Workforce Strategy Analyze workforce processes and labor trends to identify ...

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Workforce Advisor information

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$66.9K

$136.5K

How much do workforce advisor jobs pay per year?

As of Jul 20, 2026, the average yearly pay for workforce advisor in the United States is $66,924.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,000.00 and $95,000.00 per year, depending on experience, location, and employer.

How do Workforce Advisors typically collaborate with other departments to support organizational goals?

Workforce Advisors frequently work cross-functionally, partnering with HR, management, and department leaders to assess staffing needs, develop workforce plans, and implement employee development programs. They often facilitate communication between teams to ensure that recruitment, retention, and training strategies align with overall business objectives. Effective collaboration is essential for identifying skill gaps, forecasting workforce trends, and recommending actionable solutions. This teamwork-oriented approach helps organizations remain agile and competitive in a constantly evolving market.

What are the key skills and qualifications needed to thrive as a Workforce Advisor, and why are they important?

To thrive as a Workforce Advisor, you need expertise in career counseling, labor market trends, and client assessment, often supported by a degree in human resources, psychology, or a related field. Familiarity with client management software, job search platforms, and assessment tools such as psychometric tests is typically required. Strong interpersonal communication, active listening, and problem-solving skills make someone stand out in this position. These abilities are essential for effectively guiding clients toward meaningful employment and helping organizations meet workforce needs.

What are Workforce Advisors?

Workforce Advisors are professionals who help individuals and organizations navigate employment opportunities, training, and career development. They provide guidance on job searching, resume building, interview preparation, and workforce trends. Workforce Advisors often work with job seekers to identify their skills and match them with suitable positions, as well as assist employers in finding qualified candidates. Their goal is to support a healthy, dynamic workforce by bridging the gap between job seekers and employers.

What is the difference between Workforce Advisor vs Career Counselor?

AspectWorkforce AdvisorCareer Counselor
Required CredentialsTypically a bachelor's degree in human resources, social work, or related field; certifications like Certified Workforce Development Professional (CWDP) are commonUsually a bachelor's or master's degree in counseling, psychology, or related field; certifications like National Certified Counselor (NCC) are common
Work EnvironmentGovernment agencies, workforce development centers, community organizationsEducational institutions, private practices, career centers
Employer & Industry UsagePublic sector, non-profits, employment agenciesSchools, universities, private career services

While both roles assist individuals with employment and career planning, Workforce Advisors focus on connecting job seekers with employment opportunities and workforce programs, often within government or community settings. Career Counselors typically provide personalized guidance on career development, education, and job search strategies, mainly within educational or private sectors.

More about Workforce Advisor jobs
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What states have the most Workforce Advisor jobs? States with the most job openings for Workforce Advisor jobs include:
What job categories do people searching Workforce Advisor jobs look for? The top searched job categories for Workforce Advisor jobs are:
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Workforce Advisor jobs near you
Infographic showing various Workforce Advisor job openings in the United States as of July 2026, with employment types broken down into 93% Full Time, 6% Part Time, and 1% Contract. Highlights an 72% Physical, 3% Hybrid, and 25% Remote job distribution, with an average salary of $66,924 per year, or $32.2 per hour.

Talent & Workforce Strategy Partner (Enterprise)

BrightSpring

Louisville, KY

Full-time

Re-posted 4 days ago

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 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.
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.
  • 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 Business
BrightSpring 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.