Global Talent Acquisition Operations Reporting Analyst - SuccessFactors Reporting (Contract)

Lam Research•Tualatin, OR

22d•Hybrid

About The Position

The Global Talent Acquisition Operations Reporting Analyst – SuccessFactors Reporting role supports Talent Acquisition operations through accurate reporting, dashboard development, data analysis, and report automation. This is a reporting and analytics role requiring proficiency in SuccessFactors Recruiting reporting, including Story, Canvas, Table, and other SuccessFactors report types used to provide timely and accurate, executive-ready dashboards, reporting packages, and presentation-quality insights for TA that can be shared with leaders, HR partners, Workforce Planning, and business stakeholders using powerpoint, excel, powerbi, etc. This individual will serve as a reporting and analytics partner for stakeholder groups by developing, maintaining, and enhancing recurring and ad hoc TA reports, dashboards, scorecards, and operational views.

Requirements

Experience in Talent Acquisition Operations, Recruiting Operations, HR Operations, HRIS reporting, or related reporting-focused roles.
Hands-on experience developing reports in SAP SuccessFactors Recruiting / Talent Acquisition module, with the ability to use system reporting as an input into broader analytics, dashboarding, and executive reporting deliverables.
Strong working knowledge of SuccessFactors reporting tools such as Story Reports, Canvas Reports, Table Reports, and related functionality.
Strong analytical skills with the ability to interpret recruiting data, validate outputs, and identify trends, gaps, and inconsistencies.
Experience building dashboards, operational scorecards, recurring reports, and stakeholder-ready reporting packs.
Experience automating or streamlining recurring reporting processes using tools such as Excel, Power Query, Power BI, SuccessFactors, Eightfold reporting features, PowerPoint, or similar platforms.
Advanced Microsoft Excel skills, including data transformation, formulas, pivots, and data validation.
Ability to gather requirements, document reporting logic, and communicate insights to technical, non-technical, executive, and cross-functional stakeholders.
Strong attention to detail, ownership, and commitment to reporting accuracy.
Bachelor’s degree in Human Resources, Business, Analytics, Information Systems, Operations, or a related field preferred.

Nice To Haves

Has deep curiosity for data, reporting logic, dashboard design, and operational problem-solving.
Understands Talent Acquisition processes and how recruiting data flows through SuccessFactors.
Can balance quick-turn reporting needs with long-term scalable reporting solutions.
Is highly detail-oriented and consistently validates data before sharing outputs.
Communicates clearly with stakeholders and can simplify complex reporting concepts into concise, executive-ready insights.
Is comfortable working with ambiguity, changing requirements, and evolving stakeholder needs.
Takes ownership of reporting deliverables and follows through on commitments.
Looks for opportunities to improve reporting processes, reduce manual effort, increase self-service reporting adoption, and elevate the quality of reporting outputs for leadership presentations.

Responsibilities

Develop, maintain, and enhance SuccessFactors Talent Acquisition reports using Story, Canvas, Table, and other available reporting tools.
Build executive-ready dashboards, scorecards, and operational reports that provide visibility into recruiting performance, requisition activity, candidate funnel health, aging, offer activity, hiring progress, and other TA metrics.
Translate stakeholder reporting requirements into clear, scalable, and accurate reporting solutions.
Partner with TA Operations, recruiters, recruiting leaders, HR, and business stakeholders to understand reporting needs and deliver actionable insights.
Ensure reports are designed for usability, consistency, visual clarity, and stakeholder decision-making, including audiences who may consume final reporting outputs outside of SuccessFactors or SAP.
Identify opportunities to automate recurring TA reports, dashboards, and manual reporting processes.
Develop repeatable reporting frameworks, templates, and processes to reduce manual effort and improve reporting turnaround time.
Support the transition of manual reports into automated or semi-automated reporting solutions where feasible.
Document reporting logic, data definitions, refresh cadence, assumptions, and known limitations.
Continuously improve report design, reporting quality, stakeholder self-service capabilities, and the presentation-readiness of recurring dashboards and reporting packages.
Validate reporting outputs to ensure accuracy, completeness, and alignment with SuccessFactors data structures and TA business definitions.
Investigate reporting variances, data gaps, and system limitations, and clearly communicate findings to stakeholders.
Maintain consistent reporting standards, naming conventions, documentation, and governance practices.
Partner with HRIS, TA Operations, and system owners to troubleshoot reportability challenges and support reporting enhancements.
Analyze TA metrics such as requisition volume, time to fill, aging requisitions, candidate pipeline, funnel conversion, offer acceptance, hiring progress, recruiter workload, and other operational indicators.
Prepare recurring and ad hoc reports for stakeholder groups, ensuring outputs are clear, accurate, visually polished, and aligned to business needs.
Convert large volumes of recruiting data into meaningful insights, trends, and actionable recommendations.
Support leadership reviews, business updates, and operational discussions through reporting packs, executive dashboards, PowerPoint-ready visuals, and concise data summaries.
Proactively identify reporting trends, risks, data inconsistencies, and opportunities for process improvement.
Engage with stakeholders to gather reporting requirements, clarify business questions, and recommend appropriate reporting approaches.
Explain reporting logic, data availability, report limitations, and insights in a clear and professional manner.
Manage multiple reporting requests, prioritize deliverables, and communicate timelines and dependencies effectively.
Build trusted relationships with TA Operations, HRIS, recruiters, recruiting leaders, and business stakeholders.