HR Talent Specialist

Job Summary

The Senior Specialist, Talent & Engagement Analytics leads talent review and 360-degree feedback processes for senior leaders and people managers. Builds and maintains dashboards tracking talent management, promotion, performance, and employee engagement trends. Leads the end-to-end annual Culture & Engagement Survey lifecycle, from survey design and administration through executive reporting and post-survey action planning support. Safeguards data integrity through routine audits across HR systems and reporting platforms.

Serves as a trusted analytics consultant to organizational leaders, delivering ad hoc reports and applying emerging research methods, AI applications, and analytical tools to continuously strengthen the quality and depth of insights delivered to leadership.

• Lead the organization’s talent review process for senior leaders, department heads, and people managers.
• Partner with senior leaders and HR stakeholders to design qualitative and quantitative 360-degree feedback assessments for leadership populations.
• Design reliable and valid surveys using appropriate technology platforms.
• Structure survey logic, skip patterns, and item sequencing to support a consistent respondent experience across roles and departments.
• Develop and execute communication strategies to ensure effective administration of talent reviews and surveys.
• Analyze survey feedback and data to identify trends, themes, strengths, and opportunities using Excel, Power BI, and other analytical tools.
• Compile and present survey data through dashboards and other reporting methods.
• Facilitate talent review discussions and provide analytical insights to support leadership and succession planning.
• Assess the reliability and validity of survey and talent review data to ensure processes remain effective, consistent, and aligned with organizational objectives.

• Build and maintain dashboards tracking employee promotion and internal mobility applications, approval rates, and outcomes by department, position, and other relevant organizational dimensions.
• Analyze trends in application volume, workflow status, approval rates, and completion rates to identify shifts in talent pipeline health.
• Identify and categorize root causes behind unsuccessful applications and provide insights to distinguish systemic process gaps from individual readiness considerations.
• Monitor department-level and organization-wide differences in approval rates to identify potential inconsistencies and areas requiring further review.
• Cross-reference promotion outcomes with performance evaluations and feedback data to assess whether talent and promotion criteria are being applied consistently.
• Incorporate talent management analytics into recurring reporting to support succession planning and workforce decisions.

• Build and maintain dashboards and reports tracking employee performance trends across performance evaluations, performance records, career plans, and related processes.
• Provide business leaders with actionable insights based on performance trends.
• Analyze evaluation results to identify organizational trends, emerging risks, completion gaps, and performance areas requiring attention.
• Track and report on employee development and advancement timelines, identifying deviations from expected milestones.
• Analyze performance records, including positive recognition, corrective actions, and formal warnings, by department and other relevant dimensions.
• Analyze trends in performance improvement plans and development plans, including workflow status, completion rates, and outcomes.
• Examine relationships across performance data sets, including evaluation results, advancement readiness, and career development activity.
• Provide leadership with proactive alerts and insights when performance trends indicate potential risks or opportunities.
• Continuously refine reporting templates and dashboards to improve clarity, accuracy, usability, and decision-making value.

• Lead administration of the annual Culture & Engagement Survey, supporting strong participation across the organization.
• Partner with cross-functional stakeholders to align survey content with organizational priorities while accommodating relevant business-unit needs.
• Document question sourcing and rationale to maintain an auditable record of survey development and organizational…