Overview

Job Location:
New York, NY

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a newsroom that’s 1,700 strong and sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. 

 

Note for US based roles: Any offer of employment is contingent on providing proof of Covid-19 vaccination prior to your start date, subject to approved medical and/or religious exemptions, in accordance with applicable law.

Job Description

 

As the Manager, Talent Acquisition Operations and Analytics, you will support the end-to-end recruiting process through the system administration of Workday Recruiting (current ATS) and Greenhouse (soon-to-be implemented) as well as drive the data and analytics strategy for The New York Times Talent Acquisition team. The manager will report to the Vice President, TA Operation and join at a transformational time to optimize TA systems, tools, workflows, and processes to improve candidate experience, remove friction from the hiring process and enable structured and equitable hiring processes.

Your focus will be primarily two-fold:

TA systems and tools

  • Serve as the Greenhouse system administrator to, including providing end user support, troubleshooting technical issues and launching enhancement releases. Support the Vice President in developing recruiting best practices with a focus on scalability and automation for the entire end to end recruitment life cycle in the US and international NYT offices.

  • Contribute to the TA technology strategy through continuous evaluation and research of mature as well as emerging TA systems and tools that support business objectives, improve employee and business performance, incorporating new modern practices. Support the Vice President with various aspects of vendor relationship and account management.

  • Partner with TA Strategy to operationalize TA programs and initiatives such as employee referral program, internship and fellowship programs and internal mobility.

  • Collaborate with the HRIS & IT teams on integration and systems issues.

Data and Reporting

  • Make recommendations for critical TA metrics to measure the effectiveness of the recruiting process and to inform strategic decisions.

  • Manage the delivery of the suite of recurring reports and success metrics.

  • Support the creation and execution of quarterly business reviews to capture current performance by using KPI’s and SLA’s.

  • Assist in drafting OFCCP-compliant workflows and best practices in order to deliver clean EEO data.

  • Perform ongoing reconciliations and audits of TA data to ensure data integrity as well as make recommendations to identify and eliminate data inconsistencies.

  • Support ad hoc report requests from key stakeholders.

Basic Qualifications

  • A background in Talent Acquisition or Talent Acquisition systems with a minimum 3+ years of experience specifically in recruiting and/or people operations with a focus on ATS administration and data analytics and reporting.

  • Advanced user of G Suite, MS Excel and Powerpoint; experience with data visualization tools a plus.

  • Experience in Greenhouse as a system administrator.

  • Experience with data analysis, report creation, metrics & trend analysis using graphs, charts, and other data visualization techniques.

Preferred Qualifications

  • Superb organizational skills with the ability to prioritize and manage time effectively.

  • Experience designing and documenting process maps and operating procedures.

  • Excellent communication and stakeholder management skills.

  • Previous experience in a fast-paced, high growth environment.

The annual base pay range for this role is between $92,900.00 and $125,700.00. 

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The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual’s sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws, and will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable “Fair Chance” laws.