Especialista de Adquisición de Talento (Reports & Analytics)

The Specialist, TA Reporting & Analytics will support the HR Planning & Support Team and Talent Acquisition team in delivering reporting solutions and analytical support for the Caribbean and Latin America (CALA) region’s TA reporting needs. The position will report to the Manager, Talent Acquisition and require close partnerships with cross-department stakeholders to ensure successful delivery and support of reporting tools, processes, and related projects. The HR Planning & Support team provides regional support for stakeholders across the HR – Talent Acquisition, Compensation, Work Environment, Learning, Talent Planning, etc. – and Business – Finance, Legal, etc. – functions, with this role focused on Talent Acquisition. The Specialist, TA Reporting & Analytics will be responsible for working with stakeholders to develop solutions across Marriott’s suite of reporting and analytics products and ensure reporting tools, processes, and delivered reports meet business needs. This role will leverage HR and Business data to evaluate initiatives, identify trends, and extract insights before packaging and presenting findings to senior stakeholders. The work requires strong analytical and data experience, individual initiative, detail orientation, and a solid foundation in working with large datasets across multiple tools.

KEY TALENTS AND EXPERIENCE

• Strong data analysis and reporting skills, including querying and manipulation of large quantities of data using applications such as SQL, Tableau, PowerBI, and others
• Experience with Oracle systems/tools (HCM and OAC) tools preferred
• High-level proficiency with Excel (Formulas, VLookups, Pivot Tables, Graphs, etc.) and PowerPoint
• Ability to communicate data specifications, deadlines and project requirements to suppliers clearly and concisely
• Attention to detail and high capability for data mining and analytical work
• Able to extract insights from data and communicate findings to non-technical audiences
• Team player: builds strong relationships and collaborates with region and corporate stakeholders
• Excellent written and oral communication skills (English Required)
• 2+ years experience in HR reporting & analytics, or 2+ years experience in heavy-analytical roles

EDUCATION

• Bachelor’s degree, preferably in a quantitative discipline (finance, operations research, economics, mathematics, statistics, etc.) or Bachelor’s degree in Human Resources or related field with previous experience in HR analytics roles.

Support Talent Analytics

• Provide consultative support to TA Leaders and other Centers of Excellence (COEs) on issues related to data inquiries and HR-related projects. Identifies process improvements for standard data delivery.
• Measures effectiveness of key human resources efforts, applying best practices and proposing the right analytical techniques for measuring effectiveness
• Explain complex analytics to a broad audience with varying levels of technical background and understanding
• Support data governance activities and best practices including testing plans and standardization of methods across all Talent Analytics products
• Conduct deep dive analytics relative to user adoption and behavior and the effectiveness of all Talent Analytics products
• Help define technical standards for talent analytics and reporting
• Ability to analyze key metrics (demographics, turnover, time to fill, performance, etc.) to measure success and drive decision-making
• Development of predictive HR analytics model and metrics to identify likelihood of future outcomes
• Provides advice and guidance to stakeholders and other team members on using, manipulating, or interpreting data and reports.
• Ability to respond to time-sensitive and confidential data requests with a quick turnaround
• May represent CALA HR Reporting team in various calls and meetings with corporate stakeholders

Talent Acquisition Reporting & Analytics

• Develop and maintain Talent Acquisition dashboards, scorecards, KPIs, and reporting solutions that measure recruiting effectiveness, efficiency, and service delivery across management and non-management hiring.
• Analyze key Talent Acquisition metrics including time-to-fill, time-to-hire, pipeline health, source effectiveness, candidate conversion, offer acceptance rates, and recruiting demand trends.
• Provide consultative support to Talent Acquisition leaders and stakeholders by transforming complex data into actionable insights, recommendations, and business solutions.
• Support workforce planning, hiring forecasts, and strategic Talent Acquisition initiatives through reporting, analytics, and trend analysis.
• Ensure data quality, governance, and consistency across Talent Acquisition reporting tools and analytics products.

Talent Acquisition Operational Excellence

• Partner with Talent Acquisition leaders to establish and monitor performance goals, service levels, and productivity metrics that drive accountability and continuous improvement.
• Identify opportunities to improve recruiting processes, increase efficiency, optimize resource allocation, and enhance the candidate and recruiter experience.
• Analyze recruiting workflows and operational trends to identify bottlenecks, risks, and opportunities, providing recommendations that improve hiring outcomes and overall Talent Acquisition effectiveness.
• Support the development of standardized reporting methodologies, KPI definitions, and best practices across the CALA Talent Acquisition function.

Employer Branding, Talent Attraction & Associate Insights

• Develop reporting and analytics solutions leveraging Marriott Careers and other talent attraction data sources to measure the effectiveness of employer branding and recruitment marketing initiatives.
• Monitor candidate attraction, engagement, sourcing channel performance, and conversion trends to support data-driven talent attraction strategies.
• Partner with Talent Acquisition and Employer Branding stakeholders to establish KPIs and success measures for programs such as Voyage, university recruiting, talent communities, and other strategic talent pipelines.
• Analyze Great Place to Work (GPTW) results, associate feedback, recruiting data, and talent trends to identify opportunities that strengthen Marriott's employer brand, improve the associate experience, and support talent attraction and retention strategies.
• Provide insights and recommendations that help improve Marriott's reputation as an employer of choice and enhance the effectiveness of talent attraction initiatives across the CALA region

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.