Senior Manager, University Talent Insights & Strategy

About the role

The University Talent team is seeking a Senior 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 done—from 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.

Responsibilities

• Shape how we measure performance, manage requisitions, and operate at scale across early talent programs
• Partner closely with recruiters, program leaders, and business stakeholders to improve how work gets done—from req structure and workflows to reporting and decision-making
• Bring a strong external lens, using market and competitor insights to help the team stay current, adapt quickly, and plan for future talent needs
• 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
• Possess and improve requisition management strategy and structure across early talent programs
• Partner with recruiters and program leaders to improve workflows, processes, and ways of working
• 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

Requirements

• 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

Qualifications

• Bachelor’s degree or equivalent experience

Skills

• 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
• Possess and improve requisition management strategy and structure across early talent programs
• Partner with recruiters and program leaders to improve workflows, processes, and ways of working
• 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

Benefits

Not specified

Pay

Not specified

Schedule

Not specified