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Director, Talent Acquisition Analytics |
hace 2 meses
.What makes Gartner HR a GREAT fit for you? When you become a member of Gartner HR, you'll join a fast-paced, dynamic team. We are at the center of driving impact to our business. You'll play a key role in our company's continued double-digit growth. From talent acquisition and management to compensation, benefits, analytics, and operations, finding and keeping the right people is what drives our continued success. Come to work every day excited by smart and creative colleagues and the chance to innovate and grow. If you love working with people and making the connection between great talent and company success, we want to connect with you.About this Role: The Director, Talent Acquisition Analytics will be a critical member of the broader TA leadership team. Overseeing 2 direct people leaders and their teams, this highly visible role will support all of Gartner's 700+ Talent Acquisition associates globally and will be responsible for scaling our analytical capabilities to support hiring in line with Gartner's growth objectives. The position reports to the Sr. Director, TA Strategy and Analytics.Responsibilities of the role: Build influential relationships across the organization and partner with Talent Acquisition leadership to solve complex problems and provide analytical support to effectively impact change.Utilizing technology, build and implement innovative and scalable reporting capabilities to identify both current and future state insights, including developing a multi-year roadmap around the evolution of TA analytics.Ensure analytics provide actionable insights into key indicators such as % to goal, pipeline health & velocity, time-to-fill/time-to-hire, requisition inventory, per-resource productivity, and team level capacity.Deliver on Talent Acquisition objectives by reporting out on overall recruiting performance and liaising with key department partners such as Recruiting Strategy and Enablement, Talent Intelligence, Recruiting Operations, People Analytics, HR, and Workforce Planning.Establish a customer-centric, no-limits culture across all team members.Collaborate with our business partners – within and outside of HR – to solve business issues.Role Requirements: Minimum of 8 years of progressive business experience, with at least 3 years those within the people analytics space supporting a global business.At least 5 years of people management experience, including experience managing people leaders.Demonstrated experience telling stories with data to influence executive level clients and business partners and drive change.Experience utilizing cutting edge technology to develop scalable solutions across a global matrixed environment.Excellent people management skills, including recruiting, coaching, and staff development.Able to solve complex problems and successfully manage ambiguity and unexpected change.Strong collaborator and business partner.Demonstrated ability to own, manage and complete projects with high quality results
