Lead Talent Acquisition Analyst

About the role

This position serves as the primary architect for our global talent acquisition data strategy, owning the end-to-end design of how we capture, structure, and activate people data across the enterprise. You will bridge the gap between technical infrastructure and executive decision-making by translating complex hiring signals into clear, actionable narratives that drive strategic workforce choices. In this role, you own the definition of data standards that ensure consistency, accuracy, and trust in every hiring report delivered to leadership. You will build and maintain the logic behind our recruitment analytics, ensuring that metrics reflect real operational conditions and support confident decision-making. The position requires close collaboration with recruiting, talent operations, finance, and workforce planning to align data outputs with evolving business needs. You will establish governance practices that uphold data integrity while ensuring compliance with EEOC, GDPR, and other relevant regulations impacting global hiring. This role is responsible for transforming raw application and system data into a coherent story about our talent pipeline, readiness, and capacity. Ultimately, the Lead Talent Acquisition Analyst enables the organization to move from intuition-based hiring to evidence-based resourcing at scale.

Key facts

What you'll do

• Design and manage the end-to-end data architecture that connects our ATS, HRIS, and clinical recruiting systems into a unified reporting environment.
• Create and maintain automated dashboards and data pipelines that serve as the central source of truth for global hiring metrics and operational visibility.
• Define and enforce governance standards for reporting, data accuracy, data quality, and regulatory compliance including EEOC and GDPR requirements.
• Build and refine models for recruiter capacity and workload to ensure optimal staffing levels aligned with hiring demand and team capabilities.
• Develop predictive hiring models that forecast time-to-fill, offer acceptance rates, funnel conversion, and other mission-critical outcomes for leadership review.
• Collaborate with Finance and Workforce Planning to integrate hiring plans, attrition forecasts, headcount budgets, and talent supply into a cohesive view.
• Prepare and present executive-level narratives, insights, and data visualizations for quarterly and annual business reviews and strategic workforce discussions.
• Analyze hiring funnel performance to identify inefficiencies, bottlenecks, and drop-off points, then propose data-backed solutions and process improvements to leadership.
• Partner with HRIS, IT, and data engineering teams to ensure that data flows reliably, is well-documented, and meets the needs of both operations and analytics.
• Establish best practices for data definitions, metric calculations, and visualization standards to create consistency across regions and business units.
• Monitor data health across recruiting platforms, perform regular audits, and implement improvements that enhance reliability, transparency, and usability.
• Act as a subject matter expert on talent analytics, providing guidance, training, and support to recruiters, managers, and HR partners on data use.
• Lead ad hoc analyses to answer complex talent questions, evaluate the impact of hiring initiatives, and support continuous improvement efforts.
• Maintain documentation for data models, pipelines, dashboards, and governance procedures to ensure transparency and enable scalability.
• Contribute to the selection and evaluation of analytics tools, providing technical and functional input to guide investments in the talent data stack.

Requirements

• 7+ years of professional experience in business intelligence, workforce planning, or data analytics within a complex, enterprise setting.
• 3+ years of specific experience in HR or Talent Acquisition analytics, demonstrating a track record of partnering with talent and HR functions at scale.
• Advanced proficiency in SQL for data extraction, transformation, and complex querying, combined with expert-level capability in Excel for data manipulation and analysis.
• Demonstrated ability to build, validate, and maintain complex headcount forecasting and capacity models that inform strategic workforce decisions.
• Strong communication skills with a history of presenting technical data, insights, and recommendations to executive stakeholders and non-technical audiences.
• Deep understanding of ATS data structures, candidate journey mapping, and talent CRM platforms, including how these systems capture, relate, and report on hiring activity.
• Experience implementing data governance, ensuring data quality, and adhering to privacy regulations in a multi-country, multi-jurisdictional environment.
• Proven ability to manage multiple priorities, meet strict deadlines, and deliver accurate, reliable analytics in a fast-paced, matrixed organization.

Nice to have

• Experience building enterprise-grade data models using Power BI, Tableau, Visier, or similar analytics and workforce planning platforms.
• Direct experience working with ATS and talent CRM systems such as Ashby or Lever at scale.
• Experience with other enterprise systems such as Workday, Greenhouse, Gem, or similar platforms that support talent operations.

Practical notes

Lyra Health is an equal opportunity employer. We do not discriminate based on race, color, religion, sex, pregnancy, national origin, age, disability, or genetic information. By applying, you consent to the processing of your personal information as outlined in the Lyra Health Workforce Privacy Notice. This includes the collection of sensitive data for diversity and inclusion purposes, which is voluntary. California residents may exercise their rights under the CPRA via the provided forms, and international applicants may contact globaldpo@lyrahealth.com regarding data privacy rights.