Talent Health Dashboard

Executive Summary

Overall talent health is yellow this period. Voluntary turnover in Quality Assurance climbed to 14.5% annualized, driven by below-market compensation in senior technical roles. Supply Chain vacancy costs are estimated at $350K/month across 8 open requisitions. On the positive side, offer acceptance rates improved to 85% following recent comp band adjustments, and internal mobility is trending up for the second consecutive period.

Action Required: QA comp review before Q3 planning cycle

Scorecard: Key Signals

Voluntary Turnover

14.8%

Annualized | Target: <12%

▲ +2.1pp vs. prior period

Time to Fill

52d

Avg across all reqs | Target: 42d

▬ Flat vs. prior period

Offer Accept Rate

85%

Last 90 days | Target: 85%

▲ +4pp vs. prior period

Comp Competitiveness

P44

Median market position | Target: P50

▼ Improved from P41

Leading Indicators: Next 60-90 Days

Flight Risk: Critical Roles

HIGH

12-month trend ▲ Trending up

Vacancy Cost (Monthly)

$350K

MONITOR

8 open requisitions Concentrated in State

Internal Mobility Rate

11.4%

ON TRACK

12-month trend ▲ +2.1pp YoY

Voluntary Turnover by Business Unit (Annualized)

Quality Assurance

14.5%

Supply Chain (State)

15.1%

Supply Chain (Intl)

13.0%

Product Engineering

9.6%

Commercial Ops

11.0%

Corporate

7.5%

Flight Risk: Top Concern Areas

Role Family	BU	# at Risk	Driver	Risk
Sr. Quality Engineer	QA	8	Pay @ P32	HIGH
Account Exec	State	6	Quota + Tenure	HIGH
Sr. Engineer	Product Engineering	4	Market gap	MED
Impl. Specialist	QA	3	Career path	MED
Data Analyst	Corp	2	Pay @ P38	MED

Compa-Ratio Distribution by Business Unit

Below 0.92

0.92 – 1.10

Above 1.10

Quality Assurance

28%

52%

13%

Supply Chain (State)

22%

60%

18%

Supply Chain (Intl)

18%

65%

17%

Product Engineering

12%

68%

20%

Commercial Ops

20%

62%

18%

Corporate

10%

72%

18%

Compensation Effectiveness Signals

Metric	Current	Target	Status
Overall market position	P44	P50	BELOW
Internal equity variance	3.1%	<1%	REVIEW
Compression ratio (Mgr:IC)	1.08x	>1.12x	RISK
Total rewards cost/EE	$98.2K	Benchmark	OK
Offer competitiveness	85%	85%	OK

One Meridian Manufacturing: Multi-Site Workforce Integration

Plant A vs. Plant B Turnover

13.1% / 19.4%

6.3pp gap, concentrated in CS & Ops

Comp Structure Alignment

68%

Aligned to unified pay architecture

Manager Effectiveness (Plant B)

3.8 / 5.0

Converging with Plant A levels

Priority Actions & Owners

QA Senior IC comp review: 28% of QA population below 0.92 compa-ratio. Propose targeted market adjustment for Sr. Quality Engineer and Process Engineer roles. Present business case to ELT by March.

Owner: Ryan Buhrke · Due: March 10

Supply Chain vacancy impact analysis: 8 open requisitions costing ~$350K/month in estimated lost revenue. Partner with Supply Chain Ops to prioritize backfills by role criticality.

Owner: Alex Dupre + Ryan Buhrke · Due: Feb 28

Manager:IC compression remediation plan: 1.08x ratio signals promotion penalty risk. Model cost of restoring 1.12x floor in compressed role families.

Owner: Ryan Buhrke · Due: March 21

Plant B population comp alignment: Accelerate remaining 24% to unified pay bands. Prioritize roles in QA and Ops where turnover gap is highest.

Owner: Ryan Buhrke + Dana Kowalski · Due: Q2 FY27