What are the responsibilities and job description for the Analytics Manager – HR and Talent Acquisition position at NAPA Management Services Corporation?
Sunrise,FL - USA Position Requirements The Analytics Manager will be responsible for driving data-driven decision-making across HR and Talent Acquisition functions. This role will leverage data analytics, reporting tools, and workforce metrics to provide insights that improve recruitment strategies, enhance employee engagement, optimize retention, and support overall human resources operations. The Analytics Manager will work closely with HR leadership, Talent Acquisition, and other departments to ensure that data is actionable and aligned with organizational goals. This individual will lead the development and execution of HR and recruitment-related analytics, reporting, and dashboarding, and will ensure alignment with business objectives, leveraging data to support talent acquisition efforts, workforce planning, and overall organizational effectiveness. Key Responsibilities: HR and Talent Acquisition Analytics: Lead the development, tracking, and analysis of key metrics across HR and Talent Acquisition functions, including time-to-hire, cost-per-hire, employee turnover, retention rates, and diversity & inclusion metrics. Conduct in-depth data analysis to provide actionable insights into recruitment trends, hiring effectiveness, candidate quality, and workforce planning. Analyze employee data (e.g., engagement, retention, performance) to identify patterns, opportunities for improvement, and areas of focus for HR teams. Support workforce planning by providing predictive insights into hiring needs based on business growth, turnover trends, and market conditions. Reporting and Dashboards: Design, implement, and maintain dashboards and visualizations that track key HR and Talent Acquisition metrics, providing leadership with real-time insights into recruitment and workforce trends. Create and deliver regular reports on recruitment performance, employee engagement, turnover, diversity and inclusion, and other relevant HR metrics. Work with leadership to create custom reports and metrics to support business decisions, strategic workforce initiatives, and organizational performance goals. Data Governance and Integrity: Ensure accuracy, consistency, and integrity of HR and recruitment data across multiple platforms, including HRIS, ATS, and other analytics tools. Provide guidance on best practices for data collection, management, and analysis within the HR and Talent Acquisition departments. Stakeholder Collaboration and Strategic Insights: Work closely with HR and Talent Acquisition teams to understand their business needs and develop analytics solutions that inform strategy and decision-making. Partner with senior leadership and department heads to align workforce strategies with business objectives, providing data-driven recommendations for process improvements, talent acquisition, and retention strategies. Provide ad-hoc data analysis and insights to support organizational initiatives, such as compensation planning, employee engagement surveys, and workforce development. Talent Acquisition Optimization: Analyze and optimize recruitment funnels, from sourcing and candidate pipeline management to offer acceptance, to improve candidate quality, shorten time-to-fill, and reduce hiring costs. Measure and report on the effectiveness of recruitment channels and campaigns, identifying the most cost-effective strategies for attracting top talent. Provide insights into diversity hiring goals, ensuring data-driven approaches to improve recruitment and retention of diverse talent pools. Process Improvement: Identify opportunities for process improvements in HR and Talent Acquisition, providing recommendations for streamlining workflows, improving efficiencies, and reducing bottlenecks. Collaborate with HR and Talent Acquisition teams to implement improvements based on data insights, continuously refining processes and strategies. Predictive Analytics and Strategic Workforce Planning: Utilize predictive analytics tools to forecast talent acquisition needs and align hiring strategies with future business requirements. Provide support for long-term workforce planning, including analyzing turnover trends, compensation benchmarking, and future talent needs based on business projections. Employee Engagement and Retention Analysis: Analyze employee engagement surveys, retention data, and other workforce metrics to help shape retention strategies and improve employee experience. Provide insights to HR leadership regarding potential causes of employee turnover and suggest initiatives to increase engagement and retention. Qualifications: Education: Bachelor’s degree in Data Analytics, Human Resources, Business Administration, or a related field. Master’s degree or certifications in HR analytics or data science is a plus. Experience: 5 years of experience in data analytics, business intelligence, or HR analytics, preferably within large or healthcare-related organizations. Proven track record in analyzing and interpreting data to provide actionable insights and support HR and recruitment decision-making. Strong experience with HRIS, ATS, and reporting tools (e.g., Workday, iCIMS, SAP, SQL, Power BI, , Tableau, Excel). Experience with predictive analytics and workforce planning is preferred Advanced proficiency in data analysis and visualization tools (e.g., Power BI, Tableau, SQL, Excel). Strong knowledge of HR metrics and KPIs, with the ability to translate data into actionable business insights. Excellent understanding of HR and Talent Acquisition processes, including recruitment funnels, employee engagement, and workforce planning. Ability to work cross-functionally and collaborate effectively with HR, Talent Acquisition, and senior leadership. Strong problem-solving and critical thinking skills, with the ability to identify trends and develop strategic recommendations. Knowledge of data privacy regulations and best practices in handling sensitive employee data. Excellent communication skills, with the ability to present complex data insights to non-technical stakeholders. Total Rewards Generous benefits package, including: Paid Time Off Health, life, vision, dental, disability, and AD&D insurance Flexible Spending Accounts/Health Savings Accounts 401(k) Leadership and professional development opportunities EEO Statement North American Partners in Anesthesia is an equal opportunity employer. North American Partners in Anesthesia (NAPA) has evolved through more than 30 years to become a leader in anesthesia and perioperative services. Single specialty and clinician led, we remain committed to our mission of delivering exceptional patient experiences, every day. At NAPA, we cultivate leaders, promote work-life balance, and celebrate diversity. We know your success promotes our success, and we give you the tools and programs to achieve your goals. With flexibility, a collegial and collaborative environment, a wide range of market-leading benefits, and career opportunities from coast-to-coast, your future is waiting at NAPA.
