Talent Optimization Manager

Department: Human Resources Reports To: Chief Human Resources Officer (CHRO) Seniority Level: Senior Manager

Position Overview

The primary focus of this role is to create and enhance a seamless system that aligns hiring, employee development, and performance management to directly support the company's strategic objectives. You will bridge talent acquisition, professional growth, and workforce performance into a unified strategy, ensuring that human resources strategies are central to achieving business goals.

This position is both strategic and operational, converting workforce data and performance insights into effective programs for leadership use.

Key Responsibilities

1. Recruitment System Enhancement - Lead the enhancement and quality assurance of recruiting systems. - Collaborate with leadership to define position requirements, ideal candidate profiles, and recruitment priorities. - Elevate hire quality through structured interviews, skills assessments, and selection methods. - Streamline recruitment processes, focusing on workforce planning inputs, time-to-fill, candidate experience, and standardizing hiring practices. - Establish hiring effectiveness metrics, including early turnover, onboarding success, and performance metrics at 6–12 months. - Align recruitment decisions with long-term organizational needs over temporary staffing goals.

2. Employee Growth & Skill Development - Ensure the workforce possesses the necessary skills, knowledge, and leadership capabilities. - Create and manage frameworks for workforce development, including skill models and leadership competencies. - Lead onboarding initiatives and development programs. - Identify skill gaps and future capability needs through data insights. - Support leadership in building a robust internal talent pipeline.

3. Performance Systems Leadership - Drive clarity, accountability, and improvement through performance systems. - Oversee continuous refinement of performance review processes, goal-setting frameworks, and feedback mechanisms. - Maintain performance processes that are simple, consistent, and aligned with business priorities. - Analyze performance data to highlight high achievers, developmental needs, and systemic issues. - Enable leaders to address performance challenges proactively.

4. Data-Driven Talent Insights - Transform workforce data into actionable insights for leadership. - Monitor key metrics, including hire quality, turnover trends, internal movement, and development outcomes. - Develop dashboards and reports to guide informed decision-making. - Use analytics to evaluate and refine hiring, development, and performance strategies.

5. Leadership Collaboration & Support - Serve as a strategic ally to various organizational leaders. - Provide leaders with tools, guidance, and frameworks for managing talent effectively. - Coach managers in interviewing, goal setting, feedback, and performance discussions. - Ensure consistent application and understanding of talent processes.

6. System Optimization & Integration - Align recruitment, development, and performance activities into a cohesive talent strategy. - Identify and rectify inefficiencies and barriers within the talent processes. - Implement, refine, and scale successful initiatives. - Keep programs relevant and responsive to business changes.

Success Metrics - Enhanced hire quality and initial performance. - Lowered unwanted turnover in pivotal positions. - Bolstered leadership capabilities and talent bench strength. - Increased managerial proficiency in talent management. - Established consistent and trusted talent processes. - Organization-wide, data-driven talent decisions.