Senior Analyst, Recruiting Operations Support

CVS Health

5d•Remote

About The Position

The Sr. Analyst, Recruitment Operations is the engine behind our Talent Acquisition (TA) engine. You will ensure the smooth and efficient functioning of the end-to-end recruiting lifecycle by bridging the gap between raw data and human strategy. This role is dedicated to analyzing recruitment processes, identifying friction points within the candidate funnel, and implementing data-driven strategies to enhance recruiter productivity and elevate the candidate experience. If you are a problem-solver who enjoys deconstructing complex workflows and using data to tell a story, this role is for you.

Requirements

Bachelor’s degree in Human Resources, Data Analytics, Business Administration, or a related field; or equivalent specialized training and professional experience.
3–5 years of progressive experience in Recruiting Operations, Talent Coordination, or People Analytics.
High proficiency in managing Enterprise Applicant Tracking Systems (ATS) such as Workday Recruiting, Lever, or Greenhouse.
Strong ability to translate complex data sets into clear, actionable hiring strategies and narrative-driven reports.
Advanced proficiency in Microsoft Excel (VLOOKUPs, Pivot Tables) and data visualization tools (e.g., Tableau, PowerBI, or Google Data Studio).

Nice To Haves

Lean Six Sigma, PMP, or equivalent project management certification.
Familiarity with CRM tools (e.g., Eightfold, Gem) and the integration of AI-driven sourcing technologies.
Exceptional presentation skills with the ability to influence senior stakeholders and hiring managers through data storytelling.
Proven track record of successfully leading team-wide transitions to new processes or software platforms.
Understanding of global hiring regulations, EEO compliance, and data privacy standards (GDPR/CCPA) as they relate to recruitment.

Responsibilities

Perform deep-dive analyses of the recruitment lifecycle—from initial lead generation to final hire—to pinpoint bottlenecks and drop-off points in the candidate journey.
Track and interpret key performance indicators (KPIs) such as Time-to-Fill, Offer Acceptance Rates, Cost-per-Hire, and Source of Hire to identify trends and opportunities for operational optimization.
Design and implement scalable process improvement initiatives that streamline recruiter workflows, reduce administrative burden, and increase overall hiring velocity.
Analyze historical sourcing and hiring data to provide actionable insights that support budget allocation, headcount planning, and seasonal hiring surges.
Build and maintain automated recruiting reports, real-time executive dashboards, and quarterly business review presentations to communicate pipeline health and hiring trends to TA leadership.
Stay ahead of the curve by monitoring industry trends, emerging AI-sourcing technologies, and innovative TA best practices to ensure the organization remains a "destination employer."
Foster a culture of innovation within the recruiting team by piloting new tools, optimizing interview protocols, and championing the adoption of modern TA technology.
Audit the candidate experience regularly; identify areas of friction or bias and recommend corrective actions to strengthen brand reputation and improve conversion rates.