Talent Optimization Manager

Talent Acquisition Optimization

Own the effectiveness and quality of the hiring system—not just requisitions.

Partner with leaders to define role requirements, success profiles, and hiring priorities.

Improve quality of hire through structured interviewing, assessments, and selection tools.

Optimize recruiting workflows, including:

• Workforce planning inputs
• Time-to-fill and candidate experience
• Hiring manager capability and consistency
• Establish metrics for hiring effectiveness (e.g., early turnover, ramp time, performance at 6–12 months)
• Ensure recruiting decisions align with long-term capability and performance needs—not short-term headcount only

Workforce Development & Capability Building

Ensure employees have the skills, knowledge, and leadership capacity needed to perform and grow.

Design and manage workforce development frameworks, including:

• Core skill models
• Leadership competencies
• Career pathways and progression guides

Lead or support:

• Onboarding effectiveness and ramp-up programs
• Individual Development Plans (IDPs)
• Leadership and supervisor development initiatives

Identify skill gaps and future capability needs using performance data and workforce trends.

Partner with leaders to build internal bench strength and reduce critical role risk.

Performance Management & Effectiveness

Ensure performance systems drive accountability, clarity, and improvement.

Own the design and continuous improvement of:

• Performance review cycles
• Goal-setting frameworks
• Feedback and coaching expectations

Ensure performance processes are:

• Clear and usable by leaders
• Consistent across teams
• Aligned to business priorities

Analyze performance trends to identify:

• High performers
• Development needs
• Systemic issues affecting productivity or engagement

Support leaders in managing performance issues early and effectively.

Talent Analytics & Insights

Turn people data into actionable insights.

Track and analyze key talent metrics, such as:

• Quality of hire
• Turnover and retention patterns
• Internal mobility
• Performance distribution
• Development participation and outcomes

Create dashboards and summaries that help leaders make informed decisions.

Use data to evaluate what’s working—and what needs adjustment—across hiring, development, and performance systems.

Leader Enablement & Partnership

Act as a trusted partner to leaders at multiple levels.

Equip leaders with:

• Clear tools and guidance
• Practical frameworks for hiring, developing, and managing people

Coach managers on:

• Interviewing and selection
• Goal setting and feedback
• Performance conversations

Ensure talent processes are understood, adopted, and applied consistently.

Continuous Improvement & System Integration

Ensure talent systems work together—not in silos.

Align recruiting, development, and performance processes into a single talent lifecycle.

Identify friction points, duplication, or inefficiencies.

Pilot improvements, gather feedback, and scale what works.

Ensure programs remain practical, relevant, and aligned to evolving business needs.