Private equity firms are increasingly recognizing the value of human capital in driving sustained growth. HR leaders are positioned at the crossroads of investor strategy and talent execution, ensuring alignment between investor goals and talent strategies. In this post, we explore how to bridge the gap, navigate the competitive talent landscape, and drive organizational success through strategic people management.

A new trend is reshaping hiring and recruitment strategies: the rise of boomerang employees. These are individuals who leave an organization only to return later—bringing with them a wealth of experience, fresh perspectives, and often, a renewed sense of purpose. As companies navigate talent shortages and look to build resilient teams, boomerang employees are proving to be real assets.

Once upon a time, unlimited paid time off was the workplace equivalent of a first-class upgrade—flashy, exclusive, and everyone wanted in. It signaled a progressive, trust-based culture where employees could unplug and recharge at will. It was the benefit—the one sure to catch the eye of exceptional talent.

Fast forward to 2025, and that once-coveted perk is starting to feel more like a mirage: enticing from afar but far less impressive up close. Sure, it sounds generous. “Take all the time you need,” they say. What they don’t say is, “...as long as you’re reachable, available for meetings, and still hitting your KPIs while you’re poolside.”

Spoiler alert: that’s not a vacation.

In the modern workplace, "loyalty" can sometimes feel like a slow slide into stagnation. Sure, tenured employees have valuable institutional knowledge, but are they keeping up with the fast-paced world of AI, remote work, and TikTok dance trends? (Okay, maybe not the last one, but you get the point.) At some stage, sticking with what you know can turn into sticking with what’s outdated.

Retention has always been a top concern for business leaders, but in 2025, the challenge seems more daunting than ever. Half of your workforce is just one irresistible job offer away from heading for the exit, and 57% of employees believe now is the time to explore new opportunities. It's enough to make any leader wonder if they're running a company or a revolving door. So, what's going wrong? And how can you fix it before you have to start turning the conference room into an employee farewell party venue?