Talent Acquisition Operations Analyst (Temporary)

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees. Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures. Learn about our company culture directly from our team . YOU This temporary 4-6-month position offers an opportunity to play a critical role in advancing Talent Acquisition operations. As the Talent Acquisition Operations Analyst, you will serve as a strategic operations, analytics, and enablement partner for the Talent Acquisition team. You will translate recruiting data into clear insights, lead or support TA technology implementations, standardize processes and resources, and create scalable tools that improve hiring consistency, speed, quality, and candidate experience. This role partners closely with HR partners, hiring managers, HR operations, communications, and external vendors to turn strategy into practical execution. This position requires a proactive, detail-oriented problem solver who can manage complex projects, communicate clearly across audiences, troubleshoot systems and process gaps, and use data to influence continuous improvement across the recruiting lifecycle. WHAT YOU'LL BE DOING Talent Acquisition Analytics, Reporting and Insights (30%) Generate, analyze and communicate TA metrics that help leadership, recruiters, HR partners and business stakeholders understand recruiting performance, hiring trends and opportunities for improvement. Maintain and improve recurring and ad hoc reporting on requisition volume, time-to-fill/time-to-offer, offer approvals, source performance, recruiter workload, platform usage, referral and internal applicant activity, quality-of-hire inputs and early turnover trends. Prepare quarterly TA performance reviews, executive summaries, dashboards, and slide-ready insights that highlight progress, risks, root causes and recommended actions. Maintain and enhance recruiter scorecards, operational tracking tools and KPI frameworks to support accountability, prioritization and data-driven decision-making. Analyze applicant funnel health, sourcing channel performance and location-specific challenges to inform proactive sourcing, advertising and candidate flow strategies. TA Technology, Systems and Process Optimization (30%) Lead and support implementation, adoption and continuous improvement of TA systems and workflows, with a focus on scalable, compliant and user-friendly recruiting operations. Serve as a key TA project partner for recruiting technology initiatives, including Paradox/Ty interview scheduling and referrals, SHL assessment integration, HiredScore implementation, Workday recruiting enhancements and related platform changes. Coordinate user acceptance testing, system troubleshooting, hypercare support, issue logs, enhancement requests, access questions and cross-functional follow-up with HR systems, IT and vendors. Partner with TA and business stakeholders to standardize intake forms, job description/job posting content, required vs. preferred skills mapping, stage definitions, candidate communications and disposition templates. Evaluate system adoption and process gaps, recommend improvements, and develop scalable solutions that reduce manual work, improve consistency and strengthen candidate and hiring manager experience. Program, Project and Change Management (25%) Plan, coordinate and execute TA programs and strategic initiatives from concept through rollout, ensuring stakeholders are aligned, resources are ready, and adoption is supported. Update and maintain the Talent Acquisition Playbook, Hiring Manager Portal resources, job aids, FAQs, templates, process documentation and operating standards for recruiters, HR partners and hiring managers. Develop and deliver training and change-management materials for new TA processes and tools, including live sessions, My Workbench content, recordings, guides, communication drafts and follow-up resources. Support structured interviewing, hiring events, dedicated interview pool pilots, first-year turnover improvement work, candidate experience initiatives and quality-of-hire measurement efforts. Manage project plans, agendas, meeting cadences, action items and stakeholder updates to keep cross-functional work moving and aligned to TA priorities. Stakeholder, Vendor and Recruiting Operations Partnership (15%) Partner with recruiters, HRBPs and hiring managers on #J-18808-Ljbffr strongtie