Talent Acquisition Analytics, Reporting and Insights (30%)
Generate, analyze and communicate TA metrics that help leadership, recruiters, HR partners and business stakeholders understand recruiting performance, hiring trends and opportunities for improvement.
· Maintain and improve recurring and ad hoc reporting on requisition volume, time-to-fill/time-to-offer, offer approvals, source performance, recruiter workload, platform usage, referral and internal applicant activity, quality-of-hire inputs and early turnover trends.
· Prepare quarterly TA performance reviews, executive summaries, dashboards, and slide-ready insights that highlight progress, risks, root causes and recommended actions.
· Maintain and enhance recruiter scorecards, operational tracking tools and KPI frameworks to support accountability, prioritization and data-driven decision-making.
· Analyze applicant funnel health, sourcing channel performance and location-specific challenges to inform proactive sourcing, advertising and candidate flow strategies.
TA Technology, Systems and Process Optimization (30%)
Lead and support implementation, adoption and continuous improvement of TA systems and workflows, with a focus on scalable, compliant and user-friendly recruiting operations.
· Serve as a key TA project partner for recruiting technology initiatives, including Paradox/Ty interview scheduling and referrals, SHL assessment integration, HiredScore implementation, Workday recruiting enhancements and related platform changes.
· Coordinate user acceptance testing, system troubleshooting, hypercare support, issue logs, enhancement requests, access questions and cross-functional follow-up with HR systems, IT and vendors.
· Partner with TA and business stakeholders to standardize intake forms, job description/job posting content, required vs. preferred skills mapping, stage definitions, candidate communications and disposition templates.
· Evaluate system adoption and process gaps, recommend improvements, and develop scalable solutions that reduce manual work, improve consistency and strengthen candidate and hiring manager experience.
Program, Project and Change Management (25%)
Plan, coordinate and execute TA programs and strategic initiatives from concept through rollout, ensuring stakeholders are aligned, resources are ready, and adoption is supported.
· Update and maintain the Talent Acquisition Playbook, Hiring Manager Portal resources, job aids, FAQs, templates, process documentation and operating standards for recruiters, HR partners and hiring managers.
· Develop and deliver training and change-management materials for new TA processes and tools, including live sessions, My Workbench content, recordings, guides, communication drafts and follow-up resources.
· Support structured interviewing, hiring events, dedicated interview pool pilots, first-year turnover improvement work, candidate experience initiatives and quality-of-hire measurement efforts.
· Manage project plans, agendas, meeting cadences, action items and stakeholder updates to keep cross-functional work moving and aligned to TA priorities.
Stakeholder, Vendor and Recruiting Operations Partnership (15%)
Act as a central coordination point across TA, HR, business leaders and external partners to strengthen recruiting operations, vendor effectiveness and stakeholder experience.
· Partner with recruiters, HRBPs and hiring managers on recruiting process improvements, branch/location hiring challenges, priority requisitions and manager communication needs.
· Manage or support vendor relationships and utilization for platforms and partners such as Paradox, Workday, SHL, HiredScore, LinkedIn Recruiter, Indeed and related recruiting tools.
· Support recruiter and hiring manager enablement through clear communication, meeting facilitation, resource sharing, troubleshooting and escalation of system or process issues.
· Contribute to employer brand, employee referral, social media spotlight, community outreach and candidate communication initiatives that improve attraction and engagement.