ZipRecruiter

Log In

1

Talent Acquisition Operations Analyst Jobs (NOW HIRING)

Sovereign Muse

Be Seen First

Talent Acquisition Operations Specialist

Phoenix, AZ · Remote

TALENT ACQUISITION OPERATIONS SPECIALIST Remote | Part-Time | Personal Development Industry OVERVIEW This is a high-responsibility, performance-driven role inside a structured and proven talent ...

next page

Showing results 1-20

All JobsTalent Acquisition Operations Analyst Jobs

Talent Acquisition Operations Analyst information

See salary details

$14

$33

$56

How much do talent acquisition operations analyst jobs pay per hour?

As of Jun 9, 2026, the average hourly pay for talent acquisition operations analyst in the United States is $33.75, according to ZipRecruiter salary data. Most workers in this role earn between $24.04 and $40.38 per hour, depending on experience, location, and employer.

What are the main challenges a Talent Acquisition Operations Analyst faces when supporting high-volume hiring initiatives?

A Talent Acquisition Operations Analyst often encounters challenges in maintaining data integrity, streamlining processes, and ensuring a seamless candidate experience during high-volume hiring. Balancing multiple priorities—like managing applicant tracking systems, generating reports, and coordinating with recruiters—requires strong organizational skills and attention to detail. Additionally, adapting quickly to changing hiring needs and collaborating with cross-functional teams is crucial for meeting organizational goals efficiently.

What does a Talent Acquisition Operations Analyst do?

A Talent Acquisition Operations Analyst is responsible for optimizing and supporting the recruitment process within an organization. They analyze data, manage recruitment systems, and improve workflows to ensure efficient hiring practices. Their role often includes creating reports, tracking key metrics, and identifying areas for process improvement. By leveraging technology and analytics, they help talent acquisition teams make data-driven decisions and enhance the candidate experience.

What is the difference between Talent Acquisition Operations Analyst vs Talent Acquisition Specialist?

AspectTalent Acquisition Operations AnalystTalent Acquisition Specialist
Primary FocusData analysis, process optimization, and operational support for recruitmentCandidate sourcing, interviewing, and hiring
Required SkillsData management, HR systems, analyticsCandidate engagement, communication, interviewing skills
Work EnvironmentHR or recruiting teams, often in corporate settingsRecruitment teams, often in staffing agencies or corporate HR
Common CertificationsHRIS certifications, data analysis coursesRecruitment or HR certifications, sourcing tools training

The Talent Acquisition Operations Analyst primarily focuses on optimizing recruitment processes through data analysis and system management, while the Talent Acquisition Specialist concentrates on sourcing and engaging candidates. Both roles are essential in the hiring process but serve different functions within the recruitment cycle.

What are the key skills and qualifications needed to thrive as a Talent Acquisition Operations Analyst, and why are they important?

To thrive as a Talent Acquisition Operations Analyst, you need strong analytical skills, knowledge of recruitment processes, and experience with data management, often backed by a bachelor's degree in HR, business, or a related field. Familiarity with Applicant Tracking Systems (ATS), HRIS platforms, and data visualization tools like Excel or Tableau is typically required. Attention to detail, problem-solving abilities, and effective communication help you collaborate across teams and optimize hiring workflows. These skills are crucial for streamlining recruitment operations, ensuring compliance, and driving data-driven hiring decisions.
More about Talent Acquisition Operations Analyst jobs
What job categories do people searching Talent Acquisition Operations Analyst jobs look for? The top searched job categories for Talent Acquisition Operations Analyst jobs are:
Talent Acquisition Operations Analyst jobs near you
Infographic showing various Talent Acquisition Operations Analyst job openings in the United States as of May 2026, with employment types broken down into 4% As Needed, 81% Full Time, 4% Part Time, 7% Temporary, and 4% Contract. Highlights an 80% Physical, 8% Hybrid, and 12% Remote job distribution, with an average salary of $70,210 per year, or $33.8 per hour.
Talent Acquisition Operations Analyst

Talent Acquisition Operations Analyst

Cirrus Logic

Austin, TX • On-site

Full-time

Posted 24 days ago

Job description

For over four decades, Cirrus Logic has been propelled by the top engineers in mixed-signal processing. Our rockstar team thrives on solving complex challenges with innovative end-user solutions for the world's top consumer brands. Cirrus Logic is also known for its award-winning culture, which was built on a foundation of inclusion and fairness, meaningful community engagement, and delivering enjoyable employee experiences at every turn. But we couldn't do it without our extraordinary workforce - and that's where you come in. Join our team and help us continue to make Cirrus Logic an exceptional place to grow your career!
The Talent Acquisition (TA) Operations Analyst blends recruitment operations, HR systems, and data analytics to ensure that hiring processes are efficient, scalable, compliant, and data-driven. This role is responsible for the processes, systems, and metrics that power global recruiting, enabling TA leaders and recruiters to make informed decisions, deliver a great candidate and hiring manager experience, and maintain a strong compliance posture.
You will own key elements of TA workflows, technology, reporting, and governance, partnering closely with recruiters, HR, Legal, IT, and business leaders to continuously improve how we attract, select, and onboard talent.
Core Responsibilities
Process, Operations & Governance
  • Document, standardize, and maintain end-to-end TA processes, SOPs, and operating rhythms (requisition to onboarding) to drive consistency, efficiency, and a high-quality experience globally.
  • Monitor adherence to TA policies, workflows, and SLAs; identify bottlenecks and lead continuous improvement efforts to reduce time-to-fill and improve quality of hire and candidate experience.
  • Maintain TA process documentation, intake guides, interview frameworks, and hiring manager toolkits; support change management for new or updated processes.

Systems & Technology
  • Serve as a primary administrator for TA systems (e.g., ATS, CRM, HRIS integrations, scheduling and assessment tools), ensuring configuration supports global processes, compliance, and reporting needs.
  • Ensure data integrity and governance across recruiting systems; define standards for requisitions, candidate records, and dispositioning to enable accurate analytics and audit-ready records.
  • Partner with HRIS and IT to evaluate, implement, and integrate new recruiting technologies (including AI-enabled tools) that improve automation, candidate experience, and recruiter productivity.
  • Provide day-to-day support and troubleshooting for TA system users; develop user guides, FAQs, and training to drive adoption and best-practice usage.

Data, Reporting & Metrics
  • Design, build, and maintain TA dashboards and reports that track core KPIs (e.g., time-to-fill, funnel conversion, source effectiveness, offer acceptance, quality-of-hire, cost-per-hire, aging requisitions, diversity and compliance metrics).
  • Proactively analyze recruiting data to surface trends, risks, and opportunities; translate findings into clear narratives and recommendations for TA and HR leadership.
  • Support workforce planning and forecasting by providing data-driven insights on hiring demand, pipeline health, and recruiter capacity.

Compliance & Risk Management
  • Ensure TA processes and systems support compliance with applicable employment, immigration, and data privacy requirements (e.g., EEO, OFCCP, IRCA, VEVRAA, ADA, GDPR/other data privacy laws, and internal policies, as applicable).
  • Maintain audit-ready documentation and reporting, including accurate requisition histories, applicant and disposition records, outreach logs, and other required artifacts for internal and external reviews.
  • Partner with Legal, HR, and compliance teams to conduct periodic audits of recruiting processes and system data; drive remediation plans and support training to close gaps.
  • Support creation and execution of affirmative action and diversity recruiting reporting where applicable, including EEO/OFCCP-related analytics and documentation.

Stakeholder, Vendor & Program Management
  • Partner closely with recruiters, HRBPs, Compensation, Benefits, HR Operations, and business leaders to understand needs and ensure TA operations, systems, and reporting support business goals.
  • Manage relationships and performance for key TA vendors (e.g., background checks, assessments, job boards, advertising partners, RPO/agency partners), including SLAs, usage, and effectiveness metrics.
  • Support candidate experience and employer brand initiatives through consistent processes, communications, and feedback mechanisms (e.g., candidate and hiring manager surveys, NPS).

Continuous Improvement & Special Projects
  • Lead or support TA transformation initiatives, including system migrations, new module implementations, integrations, and process re-design efforts.
  • Research external best practices in TA operations, metrics, systems, and compliance, and bring forward recommendations that improve scalability, automation, and quality.
  • Drive or contribute to project plans, status reporting, risk mitigation, and stakeholder communication for TA operations projects.

Key Skills & Qualifications
Education
  • Bachelor's degree in Human Resources, Business, Data/Analytics, Information Systems, or related field required; advanced degree (e.g., MBA or HR-related master's) a plus.

Experience
  • 5+ years of experience in recruiting, TA, or HR operations, with a strong focus on processes, systems, reporting, and compliance.
  • Experience in a complex, multi-site or global environment and/or technology, semiconductor, or related industries preferred.
  • Prior exposure to working in or with organizations subject to federal contractor / OFCCP and EEO requirements is highly desirable.

Technical Skills
  • Proficiency with ATS, CRM, and HRIS platforms (e.g., Workday, SAP, Greenhouse, Lever, Ashby or similar), including configuration, administration, and reporting.
  • Advanced Excel skills (pivot tables, complex formulas, data cleansing/blending) and experience building automated or refreshable reports and dashboards; familiarity with BI tools such as SAP SAC, Power BI, or Tableau is strongly preferred.
  • Comfort working with large datasets; experience with SQL, data visualization, or basic scripting is a plus.
  • Experience leveraging AI-enabled recruiting technologies (e.g., AI sourcing, matching, screening, or scheduling tools) to enhance efficiency and quality is a plus.

Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.
Export control restrictions based upon applicable laws and regulations would prohibit candidates who are nationals of certain embargoed countries from working in this position without Cirrus Logic first obtaining an export license. Candidates for this role must be able to access technical data without a requirement for an export license. We are unable to sponsor or obtain export licenses for this role.
Cirrus Logic strives to select the best qualified applicant for any opening. Different approaches, ideas and points of view are both valued and respected. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, national origin, age, protected veteran or disabled status, genetic information, or any other classification protected by applicable law.

Apply