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

Important note: This role is hybrid in our Tualatin, Oregon office. No relocation or visa sponsorship will be provided.

What you’ll do

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.

Who we’re looking for

TA Reporting & Dashboard Development

• 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.

Reporting Automation & Operational Efficiency

• 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.

Data Quality, Validation & Reporting Governance

• 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.

Talent Acquisition Analytics & Stakeholder Insights

• 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.

Stakeholder Partnership & Communication

• 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.

Who we’re looking for

Required Qualifications

• 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.

Preferred Skills & Characteristics

• 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.