Grand Canyon Education (GCE) is a rapidly growing educational service company that has long been an industry leader in providing educational, operational and technological support services to the post-secondary education sector. Formerly part of Grand Canyon University (GCU), GCE still works closely with GCU to benefit thousands of students, families and the local inner-city community. We put people first, drive innovation, and do good in the community that we live and work in.

Job Summary
The Talent Acquisition Analyst is a data-driven professional responsible for supporting the Talent Acquisition team through analytics, job board management, and process optimization. This role serves as the teams strategic partner, ensuring decisions are guided by accurate data and actionable insights across the full recruitment lifecycle, from sourcing to onboarding. The Analyst collaborates with Talent Acquisition Partners (TAPs), Senior TAPs, HRIS, Talent Acquisition Coordinators and leadership to improve recruitment effectiveness, streamline workflows, and ensure compliance. This role requires a proactive mindset, attention to detail, and a commitment to continuous improvement.

Key Responsibilities

Data Analytics and Reporting:

• Develop and maintain dashboards and reports to track key recruitment metrics, including time-to-fill, quality-of-hire, candidate conversion rates, compliance, and onboarding timelines.
• Partner with the HRIS team to build, maintain, and optimize Workday reports to ensure accurate and accessible data for the Talent Acquisition team and leadership.
• Analyze the full recruitment lifecycle, from job posting performance to onboarding outcomes, to identify trends and opportunities for improvement.
• Provide actionable insights to Talent Acquisition leadership to inform strategy, enhance processes, and drive decision-making.

Job Board and System Management:

• Manage relationships with job boards, such as Indeed and LinkedIn, to ensure job postings are optimized for maximum visibility and effectiveness.
• Monitor the performance of job postings and provide recommendations to improve reach and candidate engagement.
• Collaborate with external vendors and internal teams to ensure job board integrations and platforms are functioning efficiently.

Partnership with HRIS and Process Optimization:

• Collaborate with the HRIS team on Workday reporting, data accuracy, and process improvements to support recruitment and onboarding workflows.
• Partner with HRIS to identify opportunities for automation and system enhancements, ensuring efficient and scalable processes.
• Audit recruitment and onboarding workflows to ensure efficiency, compliance, and alignment with organizational policies.
• Recommend and implement process enhancements to streamline hiring and onboarding while improving the candidate and employee experience.

Recruitment Support and Collaboration:

• Provide reporting and analytics support to TAPs and Senior TAPs to help optimize their recruitment strategies.
• Act as a resource for the Talent Acquisition and Student Employment teams, offering training and support on interpreting data, using analytics tools, and improving processes.
• Partner with leadership to evaluate the effectiveness of recruitment and onboarding processes and align on future strategies.

Key Expectations:

• Proactivity: Anticipate the Talent Acquisition and Student Employment teams needs by identifying data trends, challenges, and opportunities for improvement.
• Analytical Excellence: Deliver accurate, actionable insights to guide recruitment strategies and streamline onboarding processes.
• Collaboration: Work closely with TAPs, Senior TAPs, onboarding teams, HRIS, and leadership to ensure alignment on goals and priorities.
• Flexibility: Adapt to shifting priorities and provide timely support for urgent needs or leadership requests.
• Innovation: Continuously seek opportunities to improve processes, enhance efficiency, and elevate the Talent Acquisition function.

Required Qualifications:

• Bachelors degree in Human Resources, Data Analytics, Business Administration, or a related field (or equivalent experience).
• 5+ years of experience in talent acquisition analytics.
• Advanced proficiency with ATS platforms (Workday preferred) and data analysis tools such as Excel, Power BI, or Tableau.
• Strong understanding of recruitment and onboarding metrics and reporting methodologies.
• Excellent analytical, problem-solving, and organizational skills.

Preferred Qualifications:

• Experience in recruitment for higher education or large corporate environments.
• Knowledge of federal and state hiring compliance requirements.
• Familiarity with recruitment and onboarding process automation.
• Demonstrated ability to optimize job board performance.

Performance Measures:

• Data Accuracy: Ensure all reports and dashboards, including those in Workday, are accurate and consistent.
• Insights and Recommendations: Provide actionable insights that lead to measurable improvements in recruitment and onboarding outcomes.
• Job Board Performance: Optimize and monitor job postings to ensure maximum visibility and engagement.
• Process Optimization: Implement improvements that enhance recruitment workflows and streamline onboarding processes.
• Stakeholder Feedback: Receive positive feedback from TAPs, Senior TAPs, onboarding teams, HRIS, and leadership regarding collaboration and support.