Senior Manager, University Talent Insights & Strategy

Senior Manager, University Talent Insights & Strategy

The Role

Do you enjoy using data to improve how recruiting works in practice? The University Talent team is seeking a Sr. Manager, University Talent Insights and Strategy to lead how we use insights and structure to strengthen early talent hiring.

In this role, you will shape how we measure performance, manage requisitions, and operate at scale across early talent programs. You will partner closely with recruiters, program leaders, and business stakeholders to improve how work gets donefrom req structure and workflows to reporting and decision-making.

You will also bring a strong external lens, using market and competitor insights to help the team stay current, adapt quickly, and plan for future talent needs.

The Expertise and Skills You Bring

• 6-8 years of experience in talent acquisition, recruiting operations, HR analytics, or workforce planning
• Strong data analysis and reporting skills (Excel, Tableau, Power BI, or similar tools)
• Experience overseeing and improving recruiting operations, including requisition management and workflows
• Ability to turn data and market insights into clear, actionable recommendations
• Experience gathering or applying competitive intelligence, market data, or industry trends
• Strong collaboration skills across recruiters, HR partners, and business leaders
• Strong organization and prioritization skills
• Clear communication skills, including presenting to senior leaders
• Attention to detail and focus on data accuracy
• Comfort working in a fast-moving and evolving environment
• Self-motivated and accountable for outcomes
• Bachelor's degree or equivalent experience
• Own and improve requisition management strategy and structure across early talent programs
• Evaluate and refine how requisitions are created, tracked, and managed to improve visibility, efficiency, and outcomes
• Define and lead reporting for pipeline health, hiring performance, and program effectiveness
• Build and maintain dashboards that support day-to-day decision-making
• Analyze trends in hiring, funnel movement, and req activity to identify gaps and opportunities
• Gather and apply competitor insights and market trends to inform strategy and improve how we attract and engage talent
• Translate external insights into clear recommendations for programs, processes, and recruiting approaches
• Partner with recruiters and program leaders to improve workflows, processes, and ways of working
• Align data and insights with workforce planning and business needs
• Create clear summaries and recommendations to support decisions and prioritization
• Improve data quality and consistency across systems and reporting
• Drive continuous improvement by simplifying processes and scaling what works

The Team

The University Talent team is part of Fidelity's broader Talent organization. We focus on building strong early talent pipelines and delivering high-quality experiences that support future hiring needs.

This role plays a key part in making sure our work is structured, data-informed, and continuously improving.

Fidelity's Onsite Working Model Fidelity is transitioning to a full-time onsite working model through a phased rollout across regions and roles. Currently, some roles and locations require 100% onsite presence, while others require less. Onsite expectations are likely to evolve as the rollout continues. This transition does not apply to fully remote roles.

Please be advised that Fidelity's business is governed by the provisions of the Securities Exchange Act of 1934, the Investment Advisers Act of 1940, the Investment Company Act of 1940, ERISA, numerous state laws governing securities, investment and retirement-related financial activities and the rules and regulations of numerous self-regulatory organizations, including FINRA, among others. Those laws and regulations may restrict Fidelity from hiring and/or associating with individuals with certain Criminal Histories.