Talent Optimization Manager

  Location: Little Rock, Arkansas

Department: Human Resources

Reports To: CHRO

Level: Senior Manager

Role Summary

The Talent Optimization Manager is responsible for designing, integrating, and continuously improving the systems that ensure the organization hires the right people, develops them effectively, and enables strong performance over time. This role connects talent acquisition, workforce development, and performance management into a single, cohesive talent lifecycle—ensuring people strategies directly support business outcomes.

The role is both strategic and execution-oriented, translating workforce data, performance trends, and capability needs into practical programs leaders can use.

SUBMIT RESUME

Core Responsibilities

1. 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

2. 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

3. 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

4. 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

5. 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

6. 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

Key Outcomes / Measures of Success

Improved quality of hire and early performance

Reduced regrettable turnover in critical roles

Stronger leadership and bench strength

Increased manager capability in hiring and performance management

Clear, consistent, and trusted talent processes

Data-driven talent decisions across the organization