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Job Description - Coordinator, Talent Assessment & Analytics (2600006E)

Job Description

Coordinator, Talent Assessment & Analytics - ( 2600006E )

Description

SALARY $87,711.27 POSITION SUMMARY

The role coordinates technical talent programs within the Human Resources Talent Assessment & Analytics team. The role supports a primary service area—Employee Assessment & Selection, Employee Performance Management, or Talent Insights—while also working across service areas based on business needs.

This position applies knowledge of assessment, research, measurement, data, performance management, and talent processes to coordinate service delivery, ensure process quality, maintain defensible documentation, and support internal client work. The Coordinator provides task direction and quality review to Specialists, supervises assigned Interns, and helps ensure talent programs are completed accurately, consistently, and on schedule. The role requires both operational coordination and technical understanding of the talent processes being administered.

PRIMARY RESPONSIBILITIES Technical Talent Program Coordination and Service Delivery –

Coordinates the operational delivery of technical talent programs across employee assessment and selection, performance management, employee surveys, talent planning, and related workforce/talent initiatives. Ensures program activities are completed accurately, consistently, and in alignment with established standards and procedures.

Coordinates workflows, schedules, timelines, deliverables, and service-line activities.

Coordinates the day-to-day execution of assigned talent programs and recurring program cycles.

Provides task direction to Specialists and interns on assigned program activities.

Reviews Specialist and Intern work for accuracy, completeness, and adherence to process standards.

Leads small to mid-sized service-area projects and assists with larger cross-functional initiatives.

Coordinates work across service lines when business needs require cross-functional support.

Ensures program steps, documentation, communications, and deliverables are completed on time.

identifies process gaps, escalates risks, and recommends practical improvements to improve service quality and efficiency.

Assessment, Performance, Survey, and Talent Process Administration –

Administers and coordinates the hands-on steps required to deliver assessment, selection, performance management, survey, talent‑planning, and related talent processes. Ensures tasks are completed accurately, documented properly, and handled according to applicable standards.

Coordinates and conducts testing sessions, interview development, assessment development and related processes.

Coordinates performance management cycles, goal management processes, evaluation activities, and coaching‑related program steps.

Coordinates employee survey administration, distribution tracking, response monitoring, and survey process documentation.

Performs scoring, data entry, platform updates, file reviews, quality checks, and routine communications.

Maintains program records, candidate or employee information, assessment files, survey files, performance records, and related documentation.

Coordinates logistics for subject matter expert meetings, stakeholder meetings, assessment events, interviews, surveys, evaluations, and talent‑planning activities

Job Analysis, Validation, Measurement, and Research Support –

Conducts and contributes to job analysis, validation, competency modeling, survey research, performance measurement, and other applied research activities that inform talent programs. Applies technical knowledge to collect information, organize evidence, document findings, and support defensible program decisions.

Coordinates and participates in job analysis sessions, subject matter expert meetings, focus groups, and competency modeling activities.

Collects, organizes, and reviews job, organizational, occupational, survey, assessment, and performance information.

Conducts content and criterion validation, assessment review, structured interview development, competency updates, and selection planning.

Prepares components of selection plans, validation documentation, adverse impact review materials, competency files, and compliance records.

Conducts survey questionnaire review, item writing and organization, distribution planning, and documentation of survey methodology.

Reviews assessment, survey, performance, and talent data to identify patterns, quality issues, or process implications.

Contributes to research summaries, technical documentation, briefing materials, and recommendations for managers or internal clients.

Applies relevant standards, guidelines, and best practices related to selection, assessment, survey design, performance management, and employee data.

Data Management, Quality Control, and Reporting –

Maintains, reviews, and organizes data and tracking tools used to monitor program progress, support reporting, and inform talent decisions. Applies data, measurement, and process knowledge to ensure data is accurate, complete, consistently formatted, and appropriately documented.

Maintains datasets, tracking lists, dashboards, score files, item banks, survey files, performance tracking tools, validation files, and program records.

Perform data checks, scoring reviews, quality‑control reviews, reconciliation, version control, and file audits.

Reviews data for missing information, inconsistencies, scoring errors, documentation gaps, and process issues.

Prepares recurring status reports, program summaries, data tables, and briefing inputs.

Organizes data and documentation used in department talent briefings, workforce reviews, survey reporting, assessment reporting, selection planning, and performance management updates.

Uses Excel, Power BI, statistical software, survey platforms, testing platforms, and related tools to organize, summarize, and review information.

Identifies data issues and works with team members to correct errors or improve data collection, tracking, and reporting practices.

Prepares information for internal department clients and leadership updates.

Technical Client Consultation and Stakeholder Facilitation –

Works with departments, managers, subject matter experts, vendors, and HR partners to coordinate talent program activities, explain requirements, gather information, and help apply assessment, performance, survey, and talent data to business needs.

Prepares materials for department meetings, subject matter expert sessions, talent briefings, training sessions, and program reviews.

Explains program steps, timelines, documentation needs, and process requirements to internal clients.

Helps managers and department partners understand how assessment, performance, survey, or talent data should be interpreted and used.

Coordinates client consultation activities related to selection processes, structured interviews, competency models, performance management, employee surveys, talent planning, and related workforce needs.

Tracks client requests, goals, decisions, risks, follow‑up items, and action steps.

Reviews client‑facing materials for accuracy, clarity, and alignment with established program standards.

Responds to questions about technical/domain‑specific issues, program processes, documentation, timelines, or system use.

Maintains effective working relationships with employees, managers, department leaders, vendors, subject matter experts, and HR partners.

Process Improvement, Documentation, Systems, and Tools –

Maintains and improves the procedures, tools, templates, platforms, and documentation used to deliver talent programs accurately, consistently, and efficiently.

Creates, updates, and maintains standard operating procedures, templates, forms, instructions, process maps, checklists, scoring guides, tracking tools, and reference materials.

Reviews program documentation for accuracy, completeness, consistency, and sufficient support for program decisions.

Maintains shared drives, documentation libraries, file structures, validation files, assessment records, survey files, performance records, and retention systems.

Identifies opportunities to improve workflows, documentation quality, data collection, system use, quality control, and process consistency.

Troubleshoots issues in testing, interviews, survey, performance management, reporting, and related talent platforms.

Coordinates platform updates, user guidance, data uploads, access reviews, reporting inputs, and system administration.

Works with vendors or internal technology partners to resolve system or process issues.

Ensures program materials are organized, current, confidential, and properly retained.

Technical Training, Facilitation, and Knowledge Transfer

Supports the preparation and delivery of training, workshops, presentations, and guidance materials related to talent programs and service‑line processes.

Prepares training materials, slides, facilitator guides, job aids, reference documents, and participant communications.

Coordinates and conducts workshops, training sessions, overview sessions, and process briefings.

Provides logistical support for training activities, participant tracking, materials preparate and follow‑up.

Helps explain technical or process information in clear, practical terms for employees, managers, and department partners.

Performs Related Duties as Assigned

Qualifications

MANAGEMENT RESPONSIBILITIES

Reporting to this position are the following jobs:

Job Title

Intern

CHALLENGES

Balancing operational delivery with technical accuracy, process quality, and defensible documentation.

Coordinating multiple service‑line programs, projects, and recurring cycles at the same time.

Prioritizing competing deadlines across assessment, selection, performance management, surveys, talent planning, and analytics work.

Applying assessment, measurement, survey, performance, and data standards in practical business settings.

Communicating technical or data‑driven information to non‑technical stakeholders in clear, practical terms.

Providing task direction and quality review while working across shifting service needs and priorities.

Maintaining confidentiality, ethical judgment, documentation standards, and process consistency when handling sensitive candidate, employee, and workforce information.

Working effectively with employees, managers, department leaders, vendors, subject matter experts, and HR partners across the Authority.

EDUCATION/EXPERIENCE REQUIREMENTS

Bachelor’s degree in Psychology, Industrial‑Organizational Psychology, Behavioral Science, Organizational Development, Data Analytics, Human Resources, Business Administration with relevant talent/research experience, or a related field, or an equivalent combination of education and experience related to this position

Two (2) years of experience coordinating, administering, and contributing to employee assessment, selection, structured interviewing, job analysis, validation, employee surveys, performance management, competency modeling, workforce analytics, talent analytics organizational development, or related technical talent processes.

Master’s degree in Industrial‑Organizational Psychology, Organizational Development, Human Resource Management, Statistics/Psychometrics, or a related discipline preferred.

Experience coordinating projects, managing timelines, tracking deliverables, maintaining documentation, and supporting cross‑functional initiatives.

Experience preparing, reviewing, organizing, or reporting data used in talent, assessment, survey, performance, workforce, or organizational programs.

Experience communicating technical, research‑based, process, or data‑related information to diverse audiences.

Experience with data tools or statistical software, such as Excel, SPSS, R, Power BI, or similar tools, and best practices for organizing, reviewing, and reporting data.

Experience with testing platforms, interview platforms, survey platforms, performance management systems, or related talent technology preferred

PHYSICAL REQUIREMENTS

Requires sitting for extended periods of time.

Visual acumen for reading and viewing computer screen.

Manual dexterity and fingering for working with computer keyboards.

Service Area Requirement: Exempt (Non‑Union) employees must live within the boundaries of the CTA Statutory Service Area either at the time of employment or within 6 months of beginning employment at CTA.

KNOWLEDGE, SKILLS, AND ABILITIES

Working knowledge of human behavior, work performance, individual differences learning, motivation, andresearch methods relevant to talent programs.

Working knowledge of employee selection, assessment administration, structured interviews, job analysis, competency modeling, validation, and measurement fundamentals.

Working knowledge of performance management, goal management, coaching processes, employee surveys, talent planning, organizational development, and workforce/talent analytics.

Working knowledge of questionnaire, survey, interview, assessment, or evaluation design.

Working knowledge of basic statistics, psychometrics, data quality practices, and methods for organizing, reviewing, interpreting, and reporting data.

Working knowledge of employment laws, regulations, guidelines, and standards applicable to assessment, selection, employee data, and HR processes.

Working knowledge of project coordination, process management, documentation, quality control, and continuous improvement practices.

Detailed knowledge of Microsoft Office tools and departmental information systems used for program coordination tracking, documentation, communication, and reporting.

Strong experience in the following:

Organizational and time management skills.

Written, verbal,communication, and presentation skills.

Analytical skills.

Problem‑solving, judgement, and critical‑thinking skills.

Interpersonal skills, including active listening, social perceptiveness, and collaboration.

Data‑management and quality control skills.

Technical troubleshooting skills.

Documentation and recordkeeping skills.

Customer serviceand facilita