People & Talent Operations Specialist - Skillz Inc.

About the Company:

Skillz is an innovative, fast-growing gaming company focused on creating a collaborative work environment where people are at the heart of everything we do. As we scale, we are seeking a Talent Acquisition & People Operations Improvement Specialist to help optimize and transform both our recruitment and people operations functions. This role will drive improvements that enhance efficiency, employee engagement, candidate experience, and overall operational effectiveness.

Job Summary:

The Talent Acquisition & People Operations Improvement Specialist will be responsible for improving two key areas: the recruitment process (Talent Acquisition) and overall people operations (including HR processes, employee engagement, onboarding, and retention strategies). This individual will help streamline workflows, optimize processes, implement technology solutions, and ensure alignment between both areas to create a positive employee lifecycle. You will collaborate closely with HR, hiring managers, and senior leadership to drive operational excellence, enhance candidate and employee experiences, and contribute to the company's growth and employee satisfaction.

Key Responsibilities:

Talent Acquisition (Recruitment):

• Evaluate and Optimize Recruitment Processes
• Conduct a thorough audit of current recruitment practices and identify inefficiencies and areas for improvement.
• Streamline recruitment workflows to improve efficiency, reduce time-to-fill, and enhance hiring manager satisfaction.
• Improve the sourcing strategy by identifying the most effective channels and optimizing recruitment technology (ATS, job boards, social media, etc.).
• Create templates 
• Enhance Candidate Experience
• Ensure a seamless, positive candidate experience at every stage of the recruitment process, from sourcing to post-offer.
• Implement feedback loops (candidate surveys, hiring manager interviews) to continuously improve the recruitment journey.
• Monitor and Report Recruitment KPIs
• Define, track, and report on recruitment KPIs such as time-to-fill, quality of hire, offer acceptance rate, and cost-per-hire.
• Provide regular updates to leadership on the status and improvements made in recruitment operations.

People Operations (HR Operations):

• Streamline HR Processes
• Review and improve key HR processes such as onboarding, offboarding, employee records management, and performance management.
• Identify opportunities for automation and process improvements to increase operational efficiency and reduce administrative overhead.
• Employee Engagement & Retention
• Partner with HR to design and implement employee engagement initiatives that promote retention and job satisfaction.
• Collect and analyze employee feedback through surveys and focus groups, identifying areas for improvement in the employee experience.
• Onboarding & Employee Lifecycle
• Develop and implement best practices for performance reviews, career development, and continuous learning.
• HR Data & Analytics
• Develop and maintain HR dashboards to track and report on key people metrics (e.g., employee turnover, engagement levels, time-to-productivity for new hires).
• Use HR data to inform decision-making and continuously improve operational effectiveness.
• Compliance & Policy Optimization
• Ensure that people operations processes comply with applicable labor laws, regulations, and company policies.
• Regularly review and update company policies to ensure they remain relevant, compliant, and aligned with company values and objectives.

Key Performance Indicators (KPIs):

Talent Acquisition KPIs:

1. Time to Fill
• Target: Reduce average time-to-fill by X% over the next 6-12 months.
• Measure the speed at which open roles are filled from job posting to offer acceptance.
2. Quality of Hire
• Target: Achieve X% satisfaction rate from hiring managers on the quality of candidates hired (via surveys and feedback).
• Measure the performance and retention of new hires within the first 6 months.
3. Candidate Experience Score
• Target: Achieve a candidate experience rating of at least X% positive feedback.
• Measure the candidate experience at different stages of the recruitment process via surveys or Net Promoter Score (NPS).
4. Offer Acceptance Rate
• Target: Achieve an offer acceptance rate of [X]% or higher.
• Track and optimize the percentage of candidates who accept job offers.
5. Cost Per Hire
• Target: Reduce cost-per-hire by X% by optimizing sourcing strategies and streamlining processes.
• Monitor and control recruitment costs while maintaining quality.
6. Diversity Hiring Metrics
• Target: Increase diversity in candidate pools and hires by X% over the next year.
• Measure the diversity of candidates at various stages of the recruitment process.

People Operations KPIs:

1. Onboarding Satisfaction
• Target: Achieve a new hire satisfaction rate of at least X% (measured via onboarding surveys).
• Improve the new hire experience and integration into the company culture.
2. Employee Engagement Score
• Target: Achieve an employee engagement score of X% in annual or quarterly surveys.
• Measure employee satisfaction and areas for improvement in the overall employee experience.
3. Employee Retention Rate
• Target: Achieve X% employee retention rate for the first year and overall workforce retention.
• Monitor retention rates, especially for high-performing employees, and recommend actions to reduce turnover.
4. Time to Productivity
• Target: Reduce time-to-productivity for new hires by X% within the first 6 months.
• Measure how quickly new employees contribute effectively to their teams.
5. HR Process Efficiency
• Target: Improve operational efficiency of key HR processes (e.g., onboarding, performance reviews) by reducing manual tasks or processing time by X%.
• Streamline HR operations through automation and process improvements.
6. Compliance and Audit Success Rate
• Target: Maintain a compliance rate of 100% for internal and external HR audits.
• Ensure policies and procedures are consistently reviewed, updated, and compliant with laws.
7. Training and Development Participation
• Target: Increase participation in employee development programs by X%.
• Track the uptake and effectiveness of training initiatives aimed at employee development and performance.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent work experience).
• 3-5 years of experience in talent acquisition and people operations, with a focus on process improvement and optimization.
• Strong understanding of HR systems, ATS (Applicant Tracking Systems), HRIS (Human Resource Information Systems), and recruitment technology.
• Experience using HR analytics and data-driven decision-making to optimize processes.
• Ability to design and implement employee engagement, retention, and development programs.
• Strong problem-solving skills and a continuous improvement mindset.
• Excellent communication, interpersonal, and collaboration skills.
• Knowledge of labor laws and compliance requirements.
• Proficiency with MS Office Suite, Google Workspace, and HR analytics tools (e.g., Power BI, Tableau).

#LI-onsite
#LI-BC1