Old worker looking at a machine
Old worker looking at a machine

Introducing:

Talent Management Levers

The path to becoming an Impact Employer isn’t linear; you can pursue one or several efforts at a time. To not feel overwhelmed, knowing where to invest your time and resources is crucial–that’s where the talent management levers come in.

Introduction and Overview

What are they?

Aligned with typical HR functions, talent management levers (or levers for short) are strategic tools for investing in employees.

Each lever represents an area of the business that companies can focus on to achieve
high-impact returns by changing or modifying current practices.

When used collectively, our 6 key talent management levers create a holistic talent management approach that integrates equity and inclusivity during recruitment, onboarding, transitions, and offboarding.

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How do the levers relate to the Impact Employer Model Building Blocks?

While the Building Blocks represent areas of work for an Impact Employer, the levers help you understand where the work gets done in the organization. 

A Building Block may require different parts of an organization to come together for maximum impact–and the levers help you know where in the organization to prioritize. 

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Building Blocks
Talent Management Levers
Practices & Field Examples
Maturity Model
Coming soon!

The Talent Management Levers

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Corporate culture

Corporate (or organizational) culture is the invisible force that shapes the internal workplace climate, influences employee interactions, affects business performance outcomes, and reflects a company’s values, ethics, vision, and behaviors.

Impact Employers intentionally build a purpose-driven, employee-centric, and inclusive corporate culture.

two women looking at a laptop
Workforce planning 

Workforce planning is a strategic alignment process between business goals and people strategy. It involves analyzing, forecasting, planning, and adjusting to workforce supply and demand to ensure that a business meets its talent needs and deploys its talent strategically to meet its business goals.

Impact Employers embrace agile forecasting and design equitable career pathways.

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Talent acquisition 

Talent acquisition is a thoughtfully designed process to identify and assess job candidates and hire qualified employees.

Impact Employers build diverse talent pipelines, 
remove unnecessary and inequitable job application requirements, and prioritize fair-chance, skills-first, and unbiased practices.

A woman working at a construction site
Talent development 

Talent development refers to a series of internal opportunities designed to deliver workplace training, offer learning and skills development, cultivate and retain internal talent, and boost employee performance.

Impact Employers offer skill-building opportunities to help their employees advance in their careers.

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Total rewards

Total rewards are the combined financial and nonfinancial rewards—including benefits and compensation—that employees receive for their business contributions.

Impact Employers offer fair, holistic benefits that promote employee stability and well-being.

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Offboarding

Offboarding comprises processes to smoothly transition departing employees out of the company, strategies to protect both the company and departing employees, and mechanisms to gather insights from departing employees to inform talent management practices.

Impact Employers offer strategic, future-focused support for departing employees.

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Continue your journey

Next up, we’ll put our learnings into action. Let’s explore the Impact Employer Practices.