Full Job Description
Summary:
Under general direction, the Talent Acquisition Operations & Analytics Partner serves as the operational, analytical, and process improvement partner for the Talent Acquisition team. This position enhances recruitment effectiveness by partnering across Talent Acquisition, HRIS, Payroll, Human Resources, and Data & Analytics to optimize recruiting operations, leverage data for decision-making, support recruiting technology, and lead continuous improvement initiatives that strengthen HR service delivery and create scalable processes that improve the recruiter, hiring manager, and candidate experience.
Responsibilities:
Serves as the operational and process improvement partner for Talent Acquisition by identifying opportunities to improve recruiting operations, increase efficiency, standardize practices, and enhance the recruiter, hiring manager, and candidate experience.
Partners with across Human Resources, Payroll, Data & Analytics, Information Technology, and other stakeholders to ensure Talent Acquisition processes, systems, technology, and reporting effectively support organizational hiring priorities.
Maintain and expand recruiting dashboards, scorecards, workforce metrics, that provide meaningful insights into hiring trends, recruiter capacity, pipeline health, time-to-fill, source effectiveness, and other key performance indicators; translates data into actionable recommendations and measures the impact of operational improvements.
Analyzes Talent Acquisition processes to identify gaps, redundancies, inefficiencies, and opportunities for standardization, automation, streamlining, and improved service delivery; designs, implements, and evaluates process improvements that enhance operational effectiveness and service quality.
Supports optimization of the Applicant Tracking System (ATS) by collaborating on system enhancements, workflow improvements, user support, testing, reporting, and data integrity.
Leads and manages Talent Acquisition operational initiatives, technology implementations, and cross-functional projects, including development of project scope, objectives, milestones, work plans, stakeholder responsibilities, communications, status reporting, and risk and issue management.
Develops, maintains, and standardizes Talent Acquisition operational documentation, including standard operating procedures, job aids, training materials, and recruiter resources that promote consistency, adoption, and operational excellence.
Leads or facilitates change management activities associated with Talent Acquisition process and technology improvements, including stakeholder engagement, communications, training, implementation, and post-implementation evaluation.
Monitors Talent Acquisition data quality and operational performance and provides consultation to stakeholders and leaders regarding reporting, system functionality, process effectiveness, and opportunities for improvement.
Advises Talent Acquisition and organizational leaders on recruitment operations, workforce data, process performance, technology capabilities, and opportunities to improve Talent Acquisition service delivery and support strategic workforce objectives.
Performs other duties as assigned.
Other information:
KNOWLEDGE, SKILLS, ABILITIES:
Knowledge of Talent Acquisition operations, recruiting lifecycle, workforce analytics, applicant tracking systems, and HR processes.
Knowledge of process improvement, project management, change management, and operational performance measurement.
Skill in analyzing data, identifying trends, and translating information into meaningful business insights and recommendations.
Skill in analyzing and improving processes through standardization, workflow optimization, automation, and continuous improvement.
Skill in leading cross-functional projects and coordinating stakeholders, priorities, timelines, and deliverables.
Skill in developing dashboards, reports, presentations, and other tools to communicate operational performance and recommendations.
Ability to build effective relationships and communicate clearly with technical and non-technical audiences, including organizational leaders.
Ability to manage multiple priorities, exercise sound judgment, maintain confidentiality, and identify opportunities to improve Talent Acquisition operations, technology, and service delivery.
MINIMUM EDUCATION QUALIFICATION
Bachelor's degree in Human Resources, Business Administration, Business Analytics, Organizational Development, Project Management, or a related field. Relevant professional experience may be substituted on a year-for-year basis.
MINIMUM EXPERIENCE QUALIFICATION
Five (5) years of progressively responsible experience in Talent Acquisition, Talent Acquisition Operations, Recruiting Operations, Human Resources, business process improvement, project management, or a related field.
Experience supporting high-volume recruitment operations.
Experience developing operational reports, dashboards, or analytics.
Experience leading or supporting cross-functional projects, process improvement initiatives, or operational transformation efforts.
Equivalent combinations of education and experience may be considered.
MINIMUM CERTIFICATION QUALIFICATION
N/A
PREFERRED EDUCATION QUALIFICATION
Bachelor's degree in Human Resources, Business Administration, Business Analytics, Organizational Development, Project Management, or a related field.
PREFERRED EXPERIENCE QUALIFICATION
Experience in healthcare or complex, matrixed organizations.
Experience partnering with HRIS, Payroll, and enterprise Human Resources teams.
Experience supporting ATS implementations or optimization.
Experience developing executive presentations and communicating data-driven recommendations to leadership.
Experience using reporting or business intelligence tools such as Power BI, Tableau, or similar platforms.
Experience leading business process improvement, continuous improvement, workflow optimization, automation, or change management initiatives.
Experience applying project management methodologies to complex HR or Talent Acquisition initiatives.
Experience with process mapping, workflow analysis, performance measurement, or operational service improvement.
PREFERRED CERTIFICATION QUALIFICATION
SHRM-CP, PHR, Lean, Six Sigma, PMP, or related professional certification preferred.
ADDITIONAL REQUIREMENTS
According to the needs of the organization, some incumbents in this job class may be required to obtain specific technical certifications and programming language skills.
