Workforce Development Specialist

First Search Inc.; Little Rock (AR); On-site; USD 80,000 - 100,000; Full time

Job summary

A dynamic talent management firm is looking for a Talent Optimization Manager to design and improve hiring and development systems. This role bridges talent acquisition and performance management to ensure effective workforce strategies. Responsibilities include enhancing hiring processes, developing employee capabilities, and analyzing performance metrics. The ideal candidate will be skilled in data analysis and possess strong strategic thinking abilities. Join us to help create a cohesive talent lifecycle that supports organizational success.

Qualifications

• Proven experience in talent optimization and analytics.
• Strong understanding of workforce development and performance management.
• Excellent strategic thinking and execution skills.

Responsibilities

• Design and improve talent acquisition systems.
• Partner with leaders to enhance employee skills and capabilities.
• Analyze performance metrics to support informed decision-making.

Job description

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.

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
• 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:
• Career pathways and progression guides
• Lead or support:
• Onboarding effectiveness and ramp-up programs
• 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

• Track and analyze key talent metrics, such as:
• Quality of hire
• Turnover and retention patterns
• Internal mobility
• 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
• 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
• 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