Senior TA Operations Analyst

Why this Role Matters:

This function is in active transformation, and the Director needs a trusted operator. You think in systems. You know Workday TA. You can build a process map that covers every step, every handoff, every edge case - and you find that satisfying, not tedious. You can hold the big picture and disappear into the details in the same afternoon. Both are you.

This role sits at the intersection of TA operations and people analytics. The person in it understands talent acquisition from the inside not because they have to have carried reqs, but because they get how recruiting works at a level that makes recruiters feel genuinely understood. They do not need to be told what is broken. They see it. And then they fix it.

You are the person who makes the machine work. While recruiters are in the market and leaders are in the room, you are behind the scenes building the infrastructure that makes all of it possible. The clean data. The process that holds. The dashboard that tells the story before anyone has to ask. The map that turns a good idea into something repeatable.

You will work side by side with the Director - informing decisions, surfacing what the data is saying, building the operational and intelligence foundation that makes a transformation credible.

What You'll Do

• Build an optimized, scalable and transformational infrastructure that meets the needs to support a global TA function

• Influence Workday TA – sit at the intersection of TA and WD team to continue to drive configuration, data integrity, workflow design, and optimization; you are the expert in the room

• Map every process with precision - end-to-end TA workflows documented at every step, every handoff, every edge case; nothing running on tribal knowledge

• Build the analytics infrastructure - dashboards in Power BI, Tableau, or Workday that give the Director and pod leads real-time visibility into what is working, what is not, and what to do about it

• Turn data into intelligence - pipeline performance, time to fill, cost per hire, talent market trends; you do not just report the numbers, you tell the story and recommend the move

• Work beside the Director - surface what the data is saying, flag what needs attention, build what makes every leadership conversation more credible

• Influence the tech stack, adoption and usage - evaluate tools with a TA lens, manage the roadmap, know the difference between what a vendor promises and what a recruiting team actually needs and how we operationalize

• Deliver small wins fast while building toward something bigger - the team needs to feel the impact immediately; the architecture needs to hold for the long term

• Keep us audit-ready every day - SOX, GDPR, country-specific compliance; a standard, not a project
• Partner with broader COE colleagues to understand and design to intersections and business needs

What You Bring

• TA fluency - understands how recruiting works at a Global level from the inside; gets what slows recruiters down, what breaks pipelines, and what great looks like at every stage; recruiters feel understood when they talk to this person. This is the difference in understanding TA as a contributor to revenue vs a cost to the business

• Process mapping mastery - maps end-to-end workflows with obsessive precision; every step, every handoff, every edge case documented and held; sees process design as a craft, not a chore

• Workday TA mastery - configured, optimized, or administered Workday TA in a corporate environment; expert navigation

• People analytics and BI capability - Power BI, Tableau, or Workday reporting; builds dashboards people actually use; translates data into decisions, not just visualizations

• Talent intelligence fluency - knows how to source and apply market data; turns external intelligence into internal strategy

• Tech stack vision, usage and adoption - evaluates tools with a TA-first lens; knows what the team needs before the team can articulate it

• Trusted partner instinct - works best beside a strong leader, not in front of one; influence through quality of work and depth of insight

• Builder mentality - energized by blank whiteboards and broken processes; sees both as opportunities

• Big picture and detail in equal measure - holds the long-term architecture while executing the immediate fix; does not sacrifice precision for vision or vision for precision

• High autonomy - given a direction and the space to build, runs hard and does not need to be managed through it

What’s In It for You

• High autonomy. High trust. No direct reports. Work side by side with a leader and team who want to set the standard of operational excellence
• Competitive compensation package, including base salary and incentive opportunities where applicable.
• Comprehensive health and wellness benefits for employees and eligible dependents.
• Retirement savings programs, including company matching contributions where available.

This is a hybrid role with in-office expectations determined by location and subject to change based on evolving business needs.

The anticipated annual base salary range for this position is $100,000 - $150,000. Actual compensation within this range will be determined based on a variety of factors, including geographic location, relevant experience, skills, qualifications, and internal equity considerations.

Equal Opportunity Employer

Mobility Global is proud to be an Equal Opportunity Employer. We value diverse perspectives and are committed to fostering an inclusive workplace where everyone is respected, supported, and empowered to succeed. We provide reasonable accommodations throughout the hiring process and employment for qualified individuals with disabilities.

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