Job Description
Talent Acquisition Data Analytics
exp - 5 to 8years
Np- 15days to immediate
Role: Talent Acquisition Data Analytics ? Project Manager
Technical Knowledge and Skills:
- Minimum 5 to 8+ years of experience in reporting and analytics, preferably within a recruiting context, or in a consulting environment. Domain expertise in Recruiting analytics/ Recruiting System/Recruiting Process improvement.
- Familiarity for metrics with solid Excel/Google sheet skillset and advanced proficiency in one of more data visualization tools such as QlikView, Tableau, Quicksight, and Microstrategy.
- Strong storytelling ability by leveraging data, able to convey project strategies, roadmaps, priorities, goals, and tradeoffs through compelling data visualization and presentations.
- Ability to manage multiple projects simultaneously, able to work autonomously and connect the dots to build strong cross-functional partnerships and influence others, including senior members of the business.
- Experience building and scaling processes in a high-growth, rapidly adapting the environment and proven track record of sound decision making and delivering results.
- Excellent written and verbal communication skills that convey complex ideas in a simplified manner.
Responsibilities:
- Leveraging data to drive decisions:
- Data Analysis & Interpretation: Understand, collect data and pull reports from HR tools, may key in/maintain data in system. Ensures quality of the data through regular audits.
- Experience translating business problems into research/analytics studies, as well as communicating the results of analysis with partners to impact strategy and action
- Ability to get into the details, while still maintaining sight of the big picture
- Build a data-informed culture within the TA team and help recruiters use data to tell a story
- Curiosity and ability to think outside the box to explore data and discover meaningful trends.
Tracking and measuring progress:
- Measures and tracks KPIs (e.g., time-to-hire, quality of hire, source-of-hire, etc.) through custom dashboards ensuring TA leaders have easy access to the right information when monitoring team health and making talent decisions
- Conduct analysis to identify opportunities for operational improvements across TA programs and provide actionable recommendations
- Prepare reports on TA operations, including pipeline performance and hiring success
- Prepare ad hoc reports as needed
Collaboration:
- Partner with stakeholders (Global TA Head, Global Recruiting Ops Lead, TA Leads) to develop a strategy for TA reporting and analytics
Partner with our Finance team on hiring forecasts and guidance to the business if required ? Rishi to confirm
- A Successful Year One
- Robust KPI dashboard for Recruiters which will be rolled out globally to TA teams
- Assess current state of TA hiring process and recommend potential changes based on data
- Deep dive analysis on quality of hires, diversity hiring, on-boarding, interviewer panel metrics
- Own analytics for focus areas as identified by leadership team
Collaboration:
- Demonstrates enthusiasm in interactions with others; establishes useful relationships with key individuals for the benefit of the department.
- Establishes rapport quickly; develops mutually beneficial relationships with individuals within and across departments.
- Gains recognition for own work on team projects; attracts attention and recognition for own achievements as well as team accomplishments.
Communication:
- Convinces others on key topics by presenting compelling rationale and persuasive arguments; shapes opinions within the department and negotiates to get the best deal.
- Articulates and presents important information clearly and concisely to people at all levels across the department.
- Challenges established views and argues strongly for alternative ideas; encourages individuals in the department to justify their reasoning.
- Navigates escalations that require leadership or executive engagement outside of product owners and/or architects.
- Removes impediments and resolves conflicts that hinder progress for the senior scrum project manager
Managing Stakeholders:
- Understands the needs, drivers and constraints of stakeholders and applies this knowledge to develop common understanding.
- Recognizes department needs and identifies appropriate stakeholders to engage in decision-making to ensure buy-in and desirable outcomes.
- Managing Customers effectively.
Adjusting to Change:
- Embraces change and quickly alters course in response to new challenges; leads the department successfully through change by helping others understand the reasons and positive impacts, focusing them on what is known rather than unknown.
- Seeks and responds to feedback, encouraging the department to ask for and provide observations to others; proactively responds to personal feedback.
- Is optimistic about what can be achieved by the department; encourages and steers the department to move on quickly from setbacks.
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