Human Resources Specialist

Job Description

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.

Essential Functions

Talent Reviews & 360 Feedback

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

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

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

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• Lead administration of the annual Culture & Engagement Survey, supporting strong participation across the organization.
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• Partner with cross-functional stakeholders to align survey content with organizational priorities while accommodating relevant business-unit needs.
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• Document question sourcing and rationale to maintain an auditable record of survey development and organizational standards.
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• Collaborate with HR stakeholders to validate survey functionality and accessibility across relevant devices, connectivity conditions, and access points.
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• Audit raw survey data for completeness, duplicate entries, inconsistencies, and logic errors.
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• Validate dashboard calculations against source data to confirm accuracy before distributing results.
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• Build and maintain dashboards presenting engagement results by organizational unit, department, and key engagement categories.
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• Deliver survey findings through clear, decision-ready executive reports highlighting key findings, trends, and year-over-year changes.
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• Support leaders and HR stakeholders throughout the post-survey action planning process by helping users effectively interpret and apply engagement data.
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• Manage user access and develop job aids that promote self-service interpretation and action planning.
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Data Integrity and Auditing

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• Conduct routine audits of dashboards, reports, and underlying data sources to verify accuracy, completeness, and consistency across HR systems and reporting platforms.
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• Validate dashboard calculations, filters, and data refreshes to ensure they function correctly and reflect intended source data.
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• Cross-check reported figures against source systems to identify discrepancies, duplication, or data-entry errors.
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• Investigate and document root causes of data-quality issues and escalate issues as appropriate.
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• Identify and escalate data-integrity risks that could compromise leadership decision-making, succession planning, workforce planning, or compliance reporting.
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• Recommend and implement process improvements and validation checks to reduce recurring data-quality issues.
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• Maintain documentation of data definitions, calculation logic, methodologies, and known data limitations to ensure consistent interpretation across users and reports.
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Ad Hoc Surveys, Reports, Presentations, and Trend Research

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• Serve as a trusted analytics partner to organizational leaders, consulting on data needs before developing reports, presentations, or analytical solutions.
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• Conduct intake conversations to clarify the underlying business question, audience, and intended use of each request.
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• Build customized reports, dashboards, and PowerPoint presentations aligned with departmental context, priorities, and audience needs.
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• Manage multiple concurrent requests while balancing turnaround expectations with data accuracy and quality standards.
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• Develop long-term working relationships with department leaders and become a trusted resource for data-driven decision support.
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• Maintain current knowledge of research trends, emerging analytical tools, AI applications, and data analysis techniques.
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• Apply emerging technologies and analytical methodologies to improve reporting, identify patterns, and generate deeper insights from talent, performance, and engagement data.
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• Independently research and evaluate new tools and techniques and apply relevant innovations to strengthen reporting and analytical capabilities.
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Experience & Qualifications

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• Bachelor’s degree required in Human Resources, Business, Economics, Finance, Analytics, or a related field.
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• Master’s degree preferred.
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• 3–5 years of experience in data analytics, process improvement, presentation development, performance management, talent management, employee engagement, or executive support.
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• Proficiency in Microsoft Excel, Word, and PowerPoint.
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• Experience with analytical and business intelligence tools such as SQL, Oracle, Power BI, Tableau, or comparable platforms.
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• Strong analytical, communication, presentation, and problem-solving skills.
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• Experience translating complex data into clear, actionable insights for business leaders.
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• Strong attention to detail and demonstrated commitment to data accuracy and integrity.
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About TalentoHC

TalentoHC is a talent solutions firm specializing in executive search, professional recruiting, and strategic workforce solutions across multiple industries. We partner with organizations to identify exceptional talent that drives business performance and long-term growth.

Equal Opportunity Employer

TalentoHC and our client are equal opportunity employers committed to creating inclusive workplaces. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected characteristic under applicable law.