Talent Acquisition Operations Analyst

For over four decades, Cirrus Logic has been propelled by the top engineers in mixed-signal processing. Our rockstar team thrives on solving complex challenges with innovative end-user solutions for the world's top consumer brands. Cirrus Logic is also known for its award-winning culture, which was built on a foundation of inclusion and fairness, meaningful community engagement, and delivering enjoyable employee experiences at every turn. But we couldn’t do it without our extraordinary workforce – and that’s where you come in. Join our team and help us continue to make Cirrus Logic an exceptional place to grow your career! 

The Talent Acquisition (TA) Operations Analyst blends recruitment operations, HR systems, and data analytics to ensure that hiring processes are efficient, scalable, compliant, and data-driven. This role is responsible for the processes, systems, and metrics that power global recruiting, enabling TA leaders and recruiters to make informed decisions, deliver a great candidate and hiring manager experience, and maintain a strong compliance posture.

You will own key elements of TA workflows, technology, reporting, and governance, partnering closely with recruiters, HR, Legal, IT, and business leaders to continuously improve how we attract, select, and onboard talent.

Core Responsibilities

Process, Operations & Governance

• Document, standardize, and maintain end-to-end TA processes, SOPs, and operating rhythms (requisition to onboarding) to drive consistency, efficiency, and a high-quality experience globally.
• Monitor adherence to TA policies, workflows, and SLAs; identify bottlenecks and lead continuous improvement efforts to reduce time-to-fill and improve quality of hire and candidate experience.
• Maintain TA process documentation, intake guides, interview frameworks, and hiring manager toolkits; support change management for new or updated processes.

Systems & Technology

• Serve as a primary administrator for TA systems (e.g., ATS, CRM, HRIS integrations, scheduling and assessment tools), ensuring configuration supports global processes, compliance, and reporting needs.
• Ensure data integrity and governance across recruiting systems; define standards for requisitions, candidate records, and dispositioning to enable accurate analytics and audit-ready records.
• Partner with HRIS and IT to evaluate, implement, and integrate new recruiting technologies (including AI-enabled tools) that improve automation, candidate experience, and recruiter productivity.
• Provide day-to-day support and troubleshooting for TA system users; develop user guides, FAQs, and training to drive adoption and best-practice usage.

Data, Reporting & Metrics

• Design, build, and maintain TA dashboards and reports that track core KPIs (e.g., time-to-fill, funnel conversion, source effectiveness, offer acceptance, quality-of-hire, cost-per-hire, aging requisitions, diversity and compliance metrics).
• Proactively analyze recruiting data to surface trends, risks, and opportunities; translate findings into clear narratives and recommendations for TA and HR leadership.
• Support workforce planning and forecasting by providing data-driven insights on hiring demand, pipeline health, and recruiter capacity.

Compliance & Risk Management

• Ensure TA processes and systems support compliance with applicable employment, immigration, and data privacy requirements (e.g., EEO, OFCCP, IRCA, VEVRAA, ADA, GDPR/other data privacy laws, and internal policies, as applicable).
• Maintain audit-ready documentation and reporting, including accurate requisition histories, applicant and disposition records, outreach logs, and other required artifacts for internal and external reviews.
• Partner with Legal, HR, and compliance teams to conduct periodic audits of recruiting processes and system data; drive remediation plans and support training to close gaps.
• Support creation and execution of affirmative action and diversity recruiting reporting where applicable, including EEO/OFCCP-related analytics and documentation.

Stakeholder, Vendor & Program Management

• Partner closely with recruiters, HRBPs, Compensation, Benefits, HR Operations, and business leaders to understand needs and ensure TA operations, systems, and reporting support business goals.
• Manage relationships and performance for key TA vendors (e.g., background checks, assessments, job boards, advertising partners, RPO/agency partners), including SLAs, usage, and effectiveness metrics.
• Support candidate experience and employer brand initiatives through consistent processes, communications, and fe