Talent Optimization Manager (Manufacturing & Production)
Little Rock, AR 72002
Recruited by: Josh Slimmer | Recruiter | Jericho HR Group
See all my Jobs
Talent Optimization Manager (Manufacturing & Production)
Little Rock, AR 72002Recruited by: Josh Slimmer | Recruiter | Jericho HR Group See all my Jobs
- Hiring Company: Jericho HR Group
- Industry: Manufacturing & Production
- Compensation: to be determined
- Expires: Mar 05, 2026
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Job Description
The Talent Optimization Manager is responsible for designing, integrating, and continuously improving the systems that ensure the organization hires the right people, develop 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.
Core Responsibilities
• 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
Establish metrics for hiring effectiveness (e.g., early turnover, ramp time, performance at 6–12 months)
• Workforce Development & Capability Building
Ensure employees have the skills, knowledge, and leadership capacity needed to perform and grow.
Design and manage workforce development frameworks
• Performance Management & Effectiveness
Ensure performance systems drive accountability, clarity, and improvement.
• Talent Analytics & Insights
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
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
Qualifications:
• Bachelor's degree required
• 5 - 10 years experience
This company is in the midst of building two plants on their campus that will increase headcount from 900 to 1400.
• Must have manufacturing experience
• Must have experience with talent acquisition of hourly and technical disciplines
• Must have experience with workforce development including building relationships with area schools
• Must have experience with performance management
• Management experience a plus
Core Responsibilities
• 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
Establish metrics for hiring effectiveness (e.g., early turnover, ramp time, performance at 6–12 months)
• Workforce Development & Capability Building
Ensure employees have the skills, knowledge, and leadership capacity needed to perform and grow.
Design and manage workforce development frameworks
• Performance Management & Effectiveness
Ensure performance systems drive accountability, clarity, and improvement.
• Talent Analytics & Insights
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
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
Qualifications:
• Bachelor's degree required
• 5 - 10 years experience
This company is in the midst of building two plants on their campus that will increase headcount from 900 to 1400.
• Must have manufacturing experience
• Must have experience with talent acquisition of hourly and technical disciplines
• Must have experience with workforce development including building relationships with area schools
• Must have experience with performance management
• Management experience a plus