Our framework for talentship and the new science of human capital requires: 1) a decision framework, 2) management systems integration, 3) a shared mental model, 4) data, measurement, and analysis, and 5) a focus on optimization. The learning process covers HR methodology, statistics, analytics, and removing the "business as usual" attitude to challenge common wisdom. Challenges include data not being organized for analytics, focus on efficiency over effectiveness and impact, time pressures on HR, and resistance to hard methodology. What is missing includes changing attitudes to evidence-based decision making and investing in training managers on measuring human resource contribution beyond existing HR KPIs.