Senior Talent Acquisition Data Analyst

WSP is seeking a highly analytical and results-oriented Senior Talent Acquisition Data Analyst to support the Talent Acquisition function through data-driven insights, executive reporting, process improvement, and reporting automation. This role will own and lead complex TA analytics projects that inform hiring strategy, workforce planning, and retention decisions. The role is accountable for end-to-end delivery—from defining business questions, project scope, and analytical approaches to integrating and validating data, developing predictive insights and automated solutions, and translating findings into actionable recommendations. Executive reporting, workforce analytics, and dashboards are key deliverables within this broader project ownership. The successful candidate will partner closely with Talent Acquisition leaders, HR Business Partners, Finance, and business stakeholders to align priorities, manage project delivery, and evaluate how analytical solutions improve hiring and retention outcomes. Your Impact What You Can Expect to Do Here • Produce executive-level reporting and presentations on key hiring and retention metrics, including hiring demand, requisition volume, candidate pipeline activity, time-to-fill, offer acceptance rates, source effectiveness, attrition and workforce planning trends. • Lead complex analyses of recruiting, workforce, and workforce planning data, selecting analytical approaches, and integrating multiple data sources to identify trends, risks, and opportunities. Translate predictive analytics, trend analysis, forecasting, and workforce intelligence into actionable recommendations for business growth, talent strategies, and hiring and retention decisions. • Design, develop, and automate data visualizations, graphs, charts, dashboards, and reporting tools using Power BI, Excel, Power Query, Power Automate, and other reporting technologies. • Create and maintain automated executive reporting packages and PowerPoint presentations that transform complex recruiting and workforce data into clear, actionable business insights. • Develop automated reporting processes that reduce manual effort, improve data accuracy, and increase the timeliness and consistency of reporting deliverables. • Generate weekly, monthly, quarterly, and annual Talent Acquisition and retention reporting for Talent Acquisition Leadership, HR Leadership, Executive Leadership, and Business Leaders. • Partner with Talent Acquisition teams to monitor hiring performance against forecasts, identify hiring risks, and provide recommendations to improve hiring outcomes. • Own the analytics workstream for hiring acceleration initiatives, workforce planning, strategic workforce projects, and acquisition/integration activities. Define scope, deliverables, milestones, and analytical methods with stakeholders; manage dependencies and risks; and deliver predictive analytics, forecasts, workforce intelligence, executive reporting, and business intelligence solutions that inform workforce and hiring decisions. • Ensure the integrity, accuracy, governance, validation, and reconciliation of Talent Acquisition, recruitment, retention, workforce, HRIS, ATS, and business intelligence data, ensuring executive reporting, dashboards, and workforce metrics remain accurate, consistent, and aligned across multiple systems, platforms, and data sources. • Partner with HR, Finance, and business stakeholders to translate complex business questions into analytics project requirements, define meaningful performance metrics, and agree on success criteria and delivery priorities. • Lead end-to-end delivery of strategic Talent Acquisition analytics and process improvement projects, exercising independent judgment in problem-solving and taking accountability for analytical quality, stakeholder alignment, implementation of analytics solutions, and measurement of results. Key Success Measures • Timely and accurate delivery of executive hiring and retention reporting. • Increased automation and efficiency of Talent Acquisition reporting processes. • Improved visibility into hiring performance, workforce trends, and retention risks. • Delivery of actionable insights that support business hiring goals, retention objectives, and workforce planning decisions. • Development of executive-ready dashboards, presentations, and analytics that enable data-driven decision-making across the organization. Who You Are Required Qualifications: • Bachelor’s degree in Human Resources, Business Administration, Data Analytics, Statistics, Information Systems, or a related field. • A minimum of 5 to 7 years of experience in Talent Acquisition analytics, people analytics, workforce planning, business intelligence, or a related analytical role. • Advanced proficiency in Power BI, Excel, Power Query, PowerPoint, and data visualization tools. • Experience developing executive dashboards, KPI scorecards, automated reporting solutions, and business intelligence reporting. • Demonstrated experience creating executive-level presentations and communicating complex workforce and recruiting data through compelling visual storytelling. • Strong knowledge of Talent Acquisition metrics, retention metrics, workforce planning concepts, and recruiting operations. • Experience working with HRIS, ATS, and workforce analytics platforms. • Strong analytical, problem-solving, organizational, and project management skills. • Exceptional communication skills with the ability to translate complex data into actionable recommendations for senior leaders. • Experience with automation. WSP Benefits WSP provides a comprehensive suite of benefits focused on providing health and financial stability throughout the employee’s career. These benefits include coverage related to medical, dental, vision, disability, and life; retirement savings; paid sick leave; paid vacation (or other personal time); paid parental leave; and paid time off for purposes of bereavement, voting, a