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Talent Assessment Jobs (NOW HIRING)

Solmax

Talent & Culture Partner

Jefferson, GA · On-site +1

Conduct talent and capability assessments to identify organizational, functional, and individual development needs. * Design, implement and evaluate learning and leadership development programs ...

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Lead talent review processes, including talent assessment methodologies, calibration guidance, facilitation support, documentation standards, talent risk identification, and follow-through on ...

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Lead talent review processes, including talent assessment methodologies, calibration guidance, facilitation support, documentation standards, talent risk identification, and follow-through on ...

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Talent Assessment information

What is a talent assessment?

A Talent Assessment job involves evaluating candidates’ skills, abilities, and potential to determine their suitability for a role. Professionals in this field design, administer, and interpret assessments such as interviews, psychometric tests, and skills evaluations. They work closely with hiring managers to ensure companies hire the best-fit candidates. Additionally, they may assist in employee development by identifying strengths and areas for improvement.

What are the key skills and qualifications needed to thrive in a talent assessment role?

To thrive in Talent Assessment, you need expertise in evaluating candidate competencies, analyzing assessment data, and understanding recruitment best practices, typically supported by a background in human resources or industrial-organizational psychology. Familiarity with applicant tracking systems (ATS), psychometric testing platforms, and certification in tools like SHL or Hogan Assessments is highly valuable. Strong interpersonal, analytical, and communication skills help build rapport with candidates and provide actionable feedback to hiring managers. These qualities are essential for ensuring objective, effective talent selection that aligns with organizational goals.

What are some typical challenges faced in a talent assessment role?

Professionals in Talent Assessment often encounter challenges such as ensuring assessment tools are free from bias, balancing the needs of hiring managers with objective evaluation standards, and adapting assessments to rapidly changing business requirements. Additionally, it can be demanding to maintain consistency in candidate evaluations across multiple teams while managing tight recruitment timelines. Success in this role involves proactively communicating with stakeholders, staying updated on industry best practices, and continuously improving assessment processes to attract and retain top talent. Working collaboratively within multidisciplinary HR teams often supports continuous improvement and professional growth.

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Talent Assessment jobs near you
Infographic showing various Talent Assessment job openings in the United States as of August 2026, with employment types broken down into 81% Full Time, 11% Part Time, and 8% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution.

Manager of Talent & Performance Management

Diversified Gas & Oil Corporation

Birmingham, AL • On-site

Other

Posted 6 days ago

Job description

COMPANY PROFILE
Diversified Gas & Oil Corporation ("DGOC") is a wholly-owned subsidiary of Diversified Energy Company PLC, a US-based company listed on the New York Stock Exchange (NYSE) and London Stock Exchange (LSE) under the ticker symbol "DEC". Diversified Gas & Oil Corporation (DGOC) is an established owner and operator of producing conventional and unconventional natural gas & oil wells and midstream pipelines and compression stations concentrated in the Appalachian Basin in the United States. Headquartered in Birmingham, AL, our field operations are located throughout the Appalachian Basin in the states of Tennessee, Kentucky, Virginia, West Virginia, Ohio, and Pennsylvania. In 2021, Diversified announced our expansion into our Central Regional Focus Area, which includes producing areas within Louisiana, Texas, Oklahoma, and Arkansas.
POSITION SUMMARY & RESPONSIBILITIES:
Reporting to the Vice President of Talent Acquisition and Development, the Manager of Talent & Performance Management is responsible for designing, leading, and continuously improving the organization's performance management strategy and programs. This role drives enterprise-wide initiatives related to performance management, talent reviews, leadership assessments, succession planning, career development, employee engagement, and organizational effectiveness.
Working closely with Total Rewards, L&D, HR Business Partners, and business leaders, the Manager of Talent & Performance Management ensures performance practices align with company values, support business objectives, strengthen leadership capabilities, and build a high-performing workforce.
This position serves as the subject matter expert for performance management and talent assessment processes and leverages data, workforce analytics, and technology to drive continuous improvement and organizational success.
Performance Management
  • Lead the design, implementation, and continuous enhancement of the company's performance management framework.
  • Oversee goal-setting, performance review, calibration, and development planning processes.
  • Ensure consistency and fairness in performance assessments across all business units.
  • Develop tools, resources, and manager training programs to improve performance coaching and feedback.
  • Monitor performance trends and recommend improvements to increase organizational effectiveness.
Talent Reviews & Succession Planning
  • Lead enterprise talent review and succession planning processes.
  • Partner with executive leadership to identify critical roles and high-potential talent.
  • Develop talent assessment methodologies, career pathways, and leadership pipelines.
  • Monitor bench strength and succession readiness for key leadership positions.
  • Facilitate calibration sessions and talent discussions across the organization.
Leadership Development
  • Design and implement High Performance leadership development frameworks and programs.
  • Identify organizational capability gaps and create development solutions.
  • Partner with Learning & Development Manager to align training initiatives with organizational needs.
  • Provide coaching support and development resources to leaders and managers.
Organizational Effectiveness
  • Drive initiatives that improve employee performance, engagement, accountability, and productivity.
  • Support organizational design efforts, workforce planning activities, and change management initiatives.
  • Develop performance metrics and dashboards that measure organizational effectiveness.
  • Utilize workforce analytics to identify trends and opportunities for improvement.
HR Technology & Process Improvement
  • Serve as business owner for performance management systems and talent management platforms.
  • Partner with HRIS and IT teams to optimize system functionality and reporting.
  • Evaluate emerging technologies and AI-enabled tools that improve talent and performance outcomes.
  • Continuously assess and improve performance-related policies, processes, and workflows.
POSITION REQUIREMENTS:
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Industrial-Organizational Psychology, or related field required.
  • SHRM-SCP, SPHR, CPTD, or related certification preferred.
  • 5+ years of progressive Human Resources, Talent Management, Organizational Development, or Performance Management experience.
  • 3+ years of leadership experience managing enterprise-wide talent programs.
  • Experience facilitating talent reviews, succession planning, and performance calibration processes.
  • Experience utilizing HR technologies, talent platforms, and workforce analytics.
  • Strong experience partnering with executive leadership teams.
  • Expert knowledge of performance management methodologies and best practices.
  • Strong understanding of talent assessment, succession planning, and leadership development.
  • Exceptional facilitation and executive communication skills.
  • Ability to influence stakeholders at all levels of the organization.
  • Strong analytical, problem-solving, and decision-making capabilities.
  • Experience with HR systems and reporting tools.
  • Ability to manage multiple strategic initiatives simultaneously.
  • Demonstrated ability to drive organizational change and continuous improvement.

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