Executive Recruiting Reporting Specialist (S2) Contractor
Talent Acquisition Planning & Analytics (TAP&A)
About the Role
The Executive Recruiting Reporting Specialist (S2) is a contractor role within Talent Acquisition Planning & Analytics (TAP&A), dedicated to supporting the Executive Recruiting function and its recurring reporting needs across Global Talent Acquisition (GTA). This role delivers accurate, timely, and repeatable reporting across US and International executive hiring activity - with primary ownership of the weekly VICP (Variable Incentive Compensation Plan) reporting process and other executive recruiting operational reporting currently performed manually. This role partners closely with the Talent Analytics Specialist, Executive Recruiting leadership and recruiting teams, Executive Compensation, HRBP partners, and regional stakeholders to deliver reliable reporting and reduce single-thread risk across business-critical executive hiring and VICP tracking. Responsibilities include executing recurring reporting rhythms (weekly, monthly, and as needed), conducting requisition- and candidate-level tracking across US and International executive hiring activity, validating outputs, and standardizing and documenting processes so they are consistent, auditable, repeatable, and scalable wherever possible.
Core Responsibilities
Own the weekly VICP reporting process, including manual tracking of internal L4 IS/IM and all L5+ requisitions and promotions eligible for VICP, capturing key details.
Provide weekly bottom-up visibility into VICP-eligible internal postings and hires, partnering with Executive Compensation and HRBP teams to confirm candidate progression through final stages and support in-year VICP budget management.
Compare requisitions and hiring activity against financial plans for VICP-eligible roles, surfacing roles that fall outside of plan for leadership and BP visibility.
Maintain requisition-level and candidate-level executive recruiting operational views, across US and international executive hiring activity, supporting recurring distribution (daily/weekly as needed) and longer-term dashboard evolution.
Consolidate executive hiring activity across regions into consistent reporting views, while identifying and clearly documenting differences in regional processes, data availability, definitions, and reporting requirements.
Support executive hiring analytics and ad hoc data pulls, including historical and year-to-date executive fills, openings/requisition trends, international executive hiring activity, and leadership/board reporting requests.
Reconcile hires captured outside the system, applying consistent logic based on available data sources and clearly documenting assumptions, data limitations, and regional variations.
Support weekly, monthly, and quarterly reporting rhythms, ensuring data accuracy, consistency, and clarity across recurring deliverables.
Produce and maintain operational metrics and reporting (e.g., fills, time-to-fill, time-in-phase, and related performance measures) as capacity allows.
Execute data pulls, validation, and analysis in support of reporting and research requests submitted through the TAP&A ServiceNow intake.
Maintain and monitor data quality and hygiene across executive and recruiting datasets, identifying gaps or inconsistencies and [wbr]partnering with stakeholders to improve data capture.
Identify and support automation opportunities to reduce manual effort across executive recruiting, VICP, and recurring operational reporting.
Develop and maintain clear process documentation, operating procedures, data definitions, and reporting calendars to support continuity, backup coverage, knowledge sharing, auditability, and scalability.
Qualifications
Strong analytical or reporting background with experience in data analysis, reporting, or operations analytics roles.
Experience working with HR, recruiting, or workforce data (e.g., Workday Recruiting, ATS data) strongly preferred; exposure to executive, compensation, or international recruiting data a plus.
Advanced proficiency in Excel (pivots, formulas, data merges) and comfort with reporting and visualization tools.
High attention to detail and a strong commitment to data accuracy, confidentiality, and repeatability, given the sensitivity of executive and compensation data.
Ability to manage multiple recurring and ad hoc reporting requests in a fast-paced, deadline-driven environment.
Effective communication skills and the ability to partner across analytics, recruiting, compensation, HRBP, and regional teams.
Demonstrated ability to translate manual or inconsistent workflows into clear, standardized, and well-documented processes, while identifying practical opportunities to streamline or automate recurring work.