Lead Analyst, Talent Acquisition Data Insights in Tempe, AZ at Stryker Corporation

Date Posted: 10/4/2018

Job Snapshot

  • Employee Type:
    Full-Time
  • Location:
    Tempe, AZ
  • Job Type:
  • Experience:
    Not Specified
  • Date Posted:
    10/4/2018
  • Job ID:
    R405480

Job Description

Who we want


Strategic thinkers. People who enjoy analyzing data or trends for the purposes of planning, forecasting, advising, budgeting, reporting, or sales opportunities.

Creative minds. Individuals with a desire to think bigger and try new ideas knowing that some may fail but a few will make a big impact

Teammates.  Partners who listen to ideas, share thoughts and work together to move the business forward.

Dedicated achievers. People who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.

Self-directed performers. People who take ownership of their work and need no prompting to drive productivity, change, and outcomes.


What this role will do

The Lead Analyst, Talent Acquisition Data Insights will create a burning platform for change by leveraging TA data and analytics to identify opportunities for improvement.  The Lead Analyst, will analyze data from various internal and external resources, build predictive analytics and ultimately make recommendations for future enhancements that will inform our Global TA Strategy.


You will have the opportunity to: 


•Identify and solve TA organizational problems and empower decisions with high quality data insights.

•Communicate findings effectively using compelling, story-telling of the findings to articulate and advocate the business case

•Leverage current data reporting and analysis from various TA, HR, market, benchmark, survey and other external resources to understand current state of Stryker’s talent acquisition processes and performance.

•Leverage current state and predictive analysis to make recommendations for future enhancements and partner with TA members to build business-case presentations.

•Partner with HR Systems & Reporting team to define, enhance, and track TA metrics and dashboard requirements to deliver results and provide insight to help organization interpret trends

•Use advanced statistics and tools to ensure analytics are valid, meaningful, rigorous and provide actionable and comprehensive insights

•Partner with TA members to help them answer strategic questions, make insightful data driven business decisions and properly design new initiatives

•Lead quarterly analysis, reporting and review of Stryker’s talent demand plan

•Drive data integrity through accountability, process design, training and technology

•Adhoc projects depending on business needs.

•Up to 10% travel


What You Need


•Bachelor’s Degree required. Masters in data management/analytics related field preferred.

•Must have 3+ years in analytics related work including interpreting data, analyzing results and preparing findings in business case or similar format

•3+ years in HR related field preferred

•Must have demonstrated experience managing large data sets, including knowledge of data cleaning, recoding, weighting, linking, and aggregating for analysis

•Must be proficient in Microsoft Office, advanced statistics tools. Data query language is aplus (SQL)

• “I love data”- Must have passion for telling stories through data and advanced capability in manipulating, aggregating, visualizing large data sets to derive intelligent insights.

•“Curious problem solver” – Must have an inherent curiosity to understand complex challenges through data and research.


Work From Home: No

Travel Percentage: Up to 25%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

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