Talent Acquisition Operations Analyst (Temporary)

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.

Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.

Learn about our company culture directly from our team.

This temporary 4–6-month position offers an opportunity to play a critical role in advancing Talent Acquisition operations. As the Talent Acquisition Operations Analyst, you will serve as a strategic operations, analytics, and enablement partner for the Talent Acquisition team. You will translate recruiting data into clear insights, lead or support TA technology implementations, standardize processes and resources, and create scalable tools that improve hiring consistency, speed, quality, and candidate experience. This role partners closely with HR partners, hiring managers, HR operations, communications, and external vendors to turn strategy into practical execution.

This position requires a proactive, detail-oriented problem solver who can manage complex projects, communicate clearly across audiences, troubleshoot systems and process gaps, and use data to influence continuous improvement across the recruiting lifecycle.

Talent Acquisition Analytics, Reporting and Insights (30%)

Generate, analyze and communicate TA metrics that help leadership, recruiters, HR partners and business stakeholders understand recruiting performance, hiring trends and opportunities for improvement.

·         Maintain and improve recurring and ad hoc reporting on requisition volume, time-to-fill/time-to-offer, offer approvals, source performance, recruiter workload, platform usage, referral and internal applicant activity, quality-of-hire inputs and early turnover trends.

·         Prepare quarterly TA performance reviews, executive summaries, dashboards, and slide-ready insights that highlight progress, risks, root causes and recommended actions.

·         Maintain and enhance recruiter scorecards, operational tracking tools and KPI frameworks to support accountability, prioritization and data-driven decision-making.

·         Analyze applicant funnel health, sourcing channel performance and location-specific challenges to inform proactive sourcing, advertising and candidate flow strategies.

TA Technology, Systems and Process Optimization (30%)

Lead and support implementation, adoption and continuous improvement of TA systems and workflows, with a focus on scalable, compliant and user-friendly recruiting operations.

·         Serve as a key TA project partner for recruiting technology initiatives, including Paradox/Ty interview scheduling and referrals, SHL assessment integration, HiredScore implementation, Workday recruiting enhancements and related platform changes.

·         Coordinate user acceptance testing, system troubleshooting, hypercare support, issue logs, enhancement requests, access questions and cross-functional follow-up with HR systems, IT and vendors.

·         Partner with TA and business stakeholders to standardize intake forms, job description/job posting content, required vs. preferred skills mapping, stage definitions, candidate communications and disposition templates.

·         Evaluate system adoption and process gaps, recommend improvements, and develop scalable solutions that reduce manual work, improve consistency and strengthen candidate and hiring manager experience.

Program, Project and Change Management (25%)

Plan, coordinate and execute TA programs and strategic initiatives from concept through rollout, ensuring stakeholders are aligned, resources are ready, and adoption is supported.

·         Update and maintain the Talent Acquisition Playbook, Hiring Manager Portal resources, job aids, FAQs, templates, process documentation and operating standards for recruiters, HR partners and hiring managers.

·         Develop and deliver training and change-management materials for new TA processes and tools, including live sessions, My Workbench content, recordings, guides, communication drafts and follow-up resources.

·         Support structured interviewing, hiring events, dedicated interview pool pilots, first-year turnover improvement work, candidate experience initiatives and quality-of-hire measurement efforts.

·         Manage project plans, agendas, meeting cadences, action items and stakeholder updates to keep cross-functional work moving and aligned to TA priorities.

Stakeholder, Vendor and Recruiting Operations Partnership (15%)

Act as a central coordination point across TA, HR, business leaders and external partners to strengthen recruiting operations, vendor effectiveness and stakeholder experience.

·         Partner with recruiters, HRBPs and hiring managers on recruiting process improvements, branch/location hiring challenges, priority requisitions and manager communication needs.

·         Manage or support vendor relationships and utilization for platforms and partners such as Paradox, Workday, SHL, HiredScore, LinkedIn Recruiter, Indeed and related recruiting tools.

·         Support recruiter and hiring manager enablement through clear communication, meeting facilitation, resource sharing, troubleshooting and escalation of system or process issues.

·         Contribute to employer brand, employee referral, social media spotlight, community outreach and candidate communication initiatives that improve attraction and engagement.

·         Bachelor's degree in Human Resources, Business, Data Analytics, Communications, Organizational Development or a related field required.3+years of experience in Human Resources: Talent Acquisition, HR operations, HR analytics, recruiting technology, program coordination, or a related strategic support role.

·         Strong analytical skills and process improvement mindset with the ability to gather, interpret and present data, trends and recommendations in a clear, business-focused way for leadership and cross-functional stakeholders.

·         Two or more years of experience supporting recruiting technologies, ATS/HRIS processes or HR systems implementations.

·         Advanced proficiency with Excel, PowerPoint and reporting or dashboard tools.

·         Two or more Workday Recruiting experience required.

·         Strong project management skills, including the ability to organize workstreams, manage action items, coordinate stakeholders, and drive execution in a fast-paced environment.

·         to create and deliver training materials, executive summaries, process documentation, and stakeholder communications.

·         Demonstrated ability to improve processes, document standards, identify root causes, and translate ambiguity into practical, scalable solutions.

·         Strong collaboration and influence skills with the ability to partner effectively with TA, HR, IT, HR systems, vendors, recruiters, hiring managers and business leaders.

·         High attention to detail, strong judgment, comfort with confidential information and commitment to compliant, equitable and candidate-centered hiring practices.

·         Experience with Smartsheet, SharePoint, Power BI, Teams, My Workbench, LinkedIn Recruiter, Indeed, Paradox, SHL, HiredScore or similar recruiting enablement tools.

This position may require domestic travel up to 15% of the time.

This full-time, non-exempt position is located remotely within the West Coast or Central United States, with ongoing collaboration across Simpson Strong-Tie locations and stakeholders.

Relocation is not available for this position.

$30-$35 / hour

In keeping with the Company's commitment to the communities in which it does business, we are an equal opportunity employer. This means that to the fullest extent required by local law, employment decisions are based on merit and business needs and not on race, color, citizenship status, national origin, ancestry, sex, gender (which state law may define to include gender identity/expression, transgender identity, pregnancy, childbirth or related medical condition, and gender stereotyping), sexual orientation, age, religion, creed, physical or mental disability, genetic information, medical condition, covered marital status, protected veteran status, or any other basis protected by applicable law.

Please note all job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.

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