Specialty Hiring Analyst

The Specialty Hiring Analyst serves as a subject matter expert (SME) and senior individual contributor supporting the end-to-end onboarding, offboarding, and lifecycle management of subcontracted resources across the client operations. This role executes all core administrative and processing responsibilities of the Specialty Hiring function while assuming ownership of assigned process areas, driving continuous improvement, coaching junior analysts, and acting as a liaison between the team and the Team Lead.  The Specialty Hiring Analyst is the go-to resource for day-to-day process questions, complex escalations, and cross-functional coordination with Contractor Exchange (CX), Procurement, IT Security, ITT, Hiring Managers, and Staffing Suppliers. This role provides backup coverage for the Team Lead on operational activities and ensures business continuity, compliance, and consistent delivery of services.   Primary Duties and Responsibilities:   Process Ownership & Execution  Owns and manages assigned segments of the Specialty Hiring onboarding, offboarding, and contractor lifecycle processes from initiation through completion.  Performs and oversees end-to-end process tasks associated with subcontractor recruiting, onboarding, file maintenance, and offboarding.  Executes internal and external resource loan processes with minimal supervision.  Tracks and supports all staffing requisitions and Supplier communication requests for Operations business areas.  Monitors communication received from staffing suppliers and ensures timely, accurate responses.  Reviews resumes between Suppliers and Hiring Managers, coordinates interviews, and manages offer coordination.  Reviews candidate background check status for completion and compliance.  Verifies weekly timesheets across the two timesheet systems to ensure accurate billing and timely payroll processing approvals.  Reporting, Analysis & Metrics  Produces weekly reports, monthly deliverables, dashboards, and operational summaries for leadership.  Analyzes onboarding trends, cycle times, aging items, and exception patterns to surface insights and recommendations.  Monitors onboarding SLAs, compliance requirements, and KPIs; escalates risks with proposed mitigation.  Performs exception analysis on onboarding delays, access issues, and workflow bottlenecks to identify root causes.  Supports capacity planning and staffing forecast inputs for the Team Lead. Training, Documentation & Knowledge Transfer  Maintains and continuously improves process documentation, SOPs, work instructions, job aids, RACI matrices, and swim lane diagrams.  Identifies training needs of the team and develops or delivers process training for CL-12 analysts, new hires, and Hiring Managers.  Communicates process changes to the team and ensures documentation is updated in the Master Process Inventory.  Supports Hiring Manager enablement including CBT training coordination and process guidance for working with contractors.  Contributes to knowledge transfer activities and cross-training plans to reduce single-point-of-failure risk.

Coordination & Backup Leadership  Acts as the liaison between analysts and the Team Lead, surfacing risks, blockers, and opportunities.  Serves as the first point of contact for day-to-day process questions from team members and stakeholders.  Provides backup coverage for the Team Lead during PTO, holiday coverage (e.g., skeleton crew days), or other absences.  Attends and, when needed, facilitates daily team huddles to ensure processes are on track and risks are addressed.  Coordinates workload distribution and priority alignment across CL-12 analysts on assigned process areas.  Issue Resolution & Escalation  Investigates routine and complex operational issues (e.g., onboarding delays, IAmOnline access issues, Beeline/PPM misalignment) before escalating.  Performs follow-up activities with CX, Procurement, IT Security, ITT,