The Sr. Talent Acquisition Operations Analyst plays a critical role in enabling an efficient, scalable, and data-driven talent acquisition function. This role partners closely with TA leadership, HR Technology, and business stakeholders to optimize recruiting operations, govern systems and processes, and translate data into actionable insights that support business growth and hiring quality.
This position is ideal for a hands-on Project Management and TA operations professional who thrives at the intersection of systems, process, and analytics鈥攁nd who can balance operational rigor with continuous improvement.
Responsibilities
TA Operations & Governance
- Own and continuously improve enterprise talent acquisition workflows, standards, and operating rhythms to ensure consistency, efficiency, and scalability.
- Establish and maintain TA operational governance, including documented SOPs, SLAs, and best practices.
Technology & Systems Enablement
- Serve as the primary owner of the Applicant Tracking System (SmartRecruiters) and related recruiting technologies, ensuring data integrity, system optimization, and effective utilization.
- Partner with HR Technology, IT, and external vendors to implement enhancements, integrations, and automation that reduce manual work and improve recruiter and candidate experience.
Process Improvement & Optimization
- Identify operational bottlenecks and design solutions that improve cycle time, quality of hire, and hiring manager experience.
- Lead continuous improvement initiatives aligned to TA strategy and enterprise priorities.
Data, Analytics & Reporting
- Own TA operational reporting and dashboards, delivering insights on KPIs such as time-to-fill, aging requisitions, funnel health, candidate experience, and compliance metrics.
- Provide actionable analysis and recommendations to TA leadership to support decision-making and workforce planning.
Compliance & Risk Management
- Ensure recruiting processes align with internal policies and applicable employment, EEO, and data privacy requirements through strong process design and controls.
- Partner with Legal, Compliance, and HR stakeholders as needed to maintain audit readiness.
Training & Enablement
- Develop and deliver training and documentation to recruiters, HR partners, and hiring managers on TA systems, workflows, and process expectations.
Vendor & Partner Management
- Manage relationships with recruiting vendors and technology partners, ensuring performance, value, and alignment with TA operating standards.