Manager, Talent Programs & Enablement

Description

RxSight® is an ophthalmic medical technology corporation headquartered in Aliso Viejo, California that has commercialized the world’s first and only adjustable intraocular lens (IOL) that is customized after cataract surgery. The company’s mission is to revolutionize the premium cataract surgery experience by allowing surgeons to partner with their patients to achieve optimized results for every unique eye.

OVERVIEW:

The Manager, Talent Programs & Enablement is responsible for designing, implementing, and scaling programs that strengthen hiring outcomes, accelerate new hire ramp, and improve manager effectiveness across the organization. 

Sitting within Global Talent Strategy, this role connects recruiting outcomes to early employee success by building scalable talent programs that support hiring managers, enhance the new hire experience, and generate meaningful insight into Quality of Hire.

This role partners closely with Hiring Managers, Human Resources, and business leaders to establish structured, data-informed talent practices that support the organization’s growth. Initial priorities will focus on onboarding and early-tenure success, with the scope expanding to include hiring manager enablement, talent analytics, and additional programs that strengthen the overall hiring ecosystem. 

Requirements

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Talent Programs Strategy & Infrastructure

• Design and scale talent programs that improve hiring quality, manager effectiveness, and early employee success.
• Establish frameworks, tools, and standards that support consistent and scalable talent practices across the organization.
• Partner with TA and HR leadership to identify opportunities to strengthen hiring outcomes and new hire ramp through programmatic improvements.
• Translate recruiting and early-tenure insights into practical programs that enable hiring managers and improve the overall talent lifecycle.
• Continuously evaluate and evolve talent programs based on organizational needs, feedback, and performance data.

Onboarding & Early Talent Success

• Own the design and evolution of the company’s onboarding framework, ensuring a consistent and engaging experience from offer acceptance through early tenure.
• Develop scalable onboarding structures, including role-based 30/60/90-day frameworks that clarify expectations for both new hires and hiring managers.
• Establish onboarding program standards and guidance that enable managers to effectively onboard and integrate new hires.
• Measure onboarding effectiveness using early-tenure indicators such as engagement, ramp speed, and early performance outcomes.
• Partner with HR and business leaders to ensure onboarding programs support the company’s culture, growth stage, and evolving workforce needs.
• Support onboarding consistency for international hires through Employer of Record (EOR) arrangements while accommodating regional requirements.

Hiring Manager Enablement

• Design and deliver enablement resources that help hiring managers successfully recruit, onboard, and develop new hires.
• Develop practical tools and playbooks that guide managers through hiring, onboarding, and early employee development.
• Facilitate hiring manager training sessions related to onboarding practices, new hire ramp, and effective early-tenure management.
• Serve as the internal subject matter expert for Predictive Index (PI) Inspire, enabling managers to apply behavioral insights to onboarding, team integration, and early development.
• Provide scalable guidance and resources that strengthen manager capability and improve the new hire experience.

Talent Insights & Quality of Hire Analytics

• Partner with Talent Acquisition leadership to operationalize Quality of Hire and early-tenure metrics.
• Define and analyze early talent indicators including:
• Time-to-productivity and ramp metrics
• New hire engagement and satisfaction
• Early attrition and retention trends
• Onboarding adoption and effectiveness
• Administer and analyze new hire surveys and feedback mechanisms to identify opportunities to improve hiring and onboarding outcomes.
• Develop insights and reporting that connect recruiting practices, onboarding experiences, and early employee success.
• Translate talent data into actionable recommendations that improve hiring strategy, onboarding effectiveness, and manager capability.

New Hire Orientation & Talent Experience

• Own the design and evolution of New Hire Orientation to ensure the experience is engaging, informative, and reflective of the company’s culture.
• Partner with cross-functional leaders to ensure orientation content reflects company priorities, business strategy, and growth initiatives.
• Continuously improve orientation delivery to ensure the program remains scalable as the organization expands.
• Oversee onboarding-related experience elements such as welcome materials and program touchpoints that reinforce the employer brand.

Future Talent Programs

• Support the development and expansion of additional talent programs as the organization grows, such as:
• Early-career initiatives or internship programs
• Hiring manager training program
• Candidate and new hire experience initiative
• Contribute to continuous improvement of the overall talent lifecycle by aligning recruiting, onboarding, and employee experience practices.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES:

• Strong understanding of talent lifecycle practices, including hiring, onboarding, and early employee development.
• Experience designing and scaling talent programs within a growing organization.
• Data-driven mindset with the ability to analyze talent metrics and translate insights into actionable improvements.
• Strong project management skills with the ability to manage multiple initiatives simultaneously.
• Ability to influence hiring managers and cross-functional stakeholders without direct authority.
• Strong facilitation and communication skills for delivering manager enablement programs.
• Experience working with behavioral assessment tools such as Predictive Index or similar platforms preferred.
• Comfort operating in a fast-paced and evolving environment.
• Strong judgment and discretion when handling employee and candidate information

SUPERVISORY RESPONSIBILITIES:

• Serve as the program owner for talent programs and early-tenure initiatives across the organization.
• Partner with cross-functional stakeholders to ensure effective program adoption and continuous improvement.
• May oversee vendors, contractors, or future talent program roles as the function expands.

EDUCATION, EXPERIENCE, and TRAINING:

• Bachelor’s degree in Human Resources, Business, Psychology, or related field with 5+ years of relevant experience, or equivalent combination of education and experience.
• 5–7 years of experience in Talent, HR, talent programs, or people operations roles with demonstrated ownership of end-to-end initiatives.
• Experience designing or scaling programs within a growing or evolving organization preferred.
• Experience working cross-functionally with hiring managers, HR partners, and business leaders.
• Experience leveraging talent data or analytics to inform program improvements preferred.
• Complete required training per the training plan for this position as maintained in the document control system.
• Complete training requirements for TRN-10007 Insider Trading Policy, TRN-10008 Global Anti-Bribery and Anti-Corruption Policy, and TRN-10009 Code of Business Conduct and Ethics within 30 days of the hiring date and annually thereafter.

CERTIFICATES, LICENSES, REGISTRATIONS:

• N/A 

COMPUTER SKILLS:

• Experience with ATS and HRIS platforms
• Experience with talent assessments (PI Inspire or similar preferred)
• Prior experience using Smartsheet is a plus.

Notice to Staffing Agencies and Search Firms:

RxSight does not accept unsolicited resumes or candidate submissions from staffing agencies or search firms for any employment opportunities. All agency engagements must be authorized in writing for a specific position by RxSight’s Talent Acquisition department. Any resumes or candidate information submitted without such specific engagement will be considered unsolicited and the property of RxSight. No fees will be paid in the event a candidate is hired under these circumstances.