BI and Dashboard Analyst

Eliassen Group; Chicago (IL); On-site; USD 85,000 - 110,000; Full time

Job summary

Eliassen Group is seeking a BI and Dashboard Analyst located in Chicago, Illinois. This remote role focuses on redesigning, consolidating, and optimizing recruiting analytics for a high-volume, seasonal hiring program. The analyst will rebuild 50 recruiting dashboards into a modern suite using Tableau and Amazon QuickSight. Candidates should have a strong background in people analytics, experience with dashboard design, and excellent communication skills for effective stakeholder engagement. This position offers the chance to influence talent acquisition strategies and analytics.

Qualifications

• Strong background in people analytics supporting talent acquisition or high-volume hiring environments.
• Proven experience designing, consolidating, and rebuilding dashboards from scratch.
• Ability to communicate effectively with both technical and non-technical stakeholders.

Responsibilities

• Lead the assessment and redesign of approximately 50 recruiting and people analytics dashboards.
• Consolidate and rebuild dashboards into a simplified, high-impact suite aligned to business priorities.
• Ensure dashboards support high-volume, seasonal hiring cycles.

Skills

People analytics expertise

Dashboard design and implementation experience

Effective communication skills

Experience with Tableau

Experience with Amazon QuickSight

Understanding of talent acquisition operations

Tools

Tableau

Amazon QuickSight

Job description

Overview

Remote. Our client seeks a BI and Dashboard Analyst to redesign, consolidate, and optimize recruiting analytics for a high-volume, seasonal hiring program. The role will rebuild a legacy set of dashboards into a modern, scalable suite across Tableau and Amazon QuickSight. Success requires strong people analytics expertise, knowledge of talent acquisition operations, and the ability to translate stakeholder needs into actionable, future-ready insights. The work aligns to a job architecture redesign and will enable clear visibility into pipelines, progress, and bottlenecks.

Responsibilities

• Lead the assessment and redesign of approximately 50 recruiting and people analytics dashboards impacted by job architecture changes.
• Consolidate and rebuild dashboards into a simplified, high-impact suite aligned to business priorities.
• Ensure dashboards support high-volume, seasonal hiring cycles and the pace required by talent acquisition teams.
• Reframe reporting from legacy structures to a future-ready analytics model.
• Partner with stakeholders to define key data points, KPIs, metrics, and insights across hiring volume, locations, funnels, pipelines, and in-process candidates.
• Design dashboards that surface pipeline health, hiring progress, and operational bottlenecks for recruiters and talent acquisition leaders.
• Ensure dashboards are intuitive, scalable, and actionable for end users including recruiters, talent acquisition partners, and workforce planning teams.
• Interview stakeholders to understand current dashboard usage, strengths, and gaps.
• Document current reporting structures, data sources, KPIs, and business questions.
• Translate stakeholder needs into a forward-looking dashboard strategy aligned to the new job architecture.
• Partner with workforce planning consultants to evaluate current reporting approaches and recommend improvements.
• Recommend which dashboards should live in Tableau versus Amazon QuickSight based on audience, scalability, and use case.
• Build dashboards now to be ready for deployment when the new job architecture goes live.
• Support a post-implementation assessment to evaluate dashboard effectiveness and identify optimization opportunities.

Experience Requirements

• Strong background in people analytics supporting talent acquisition or high-volume hiring environments.
• Proven experience designing, consolidating, and rebuilding dashboards from scratch.
• Advanced hands-on expertise with Tableau and Amazon QuickSight.
• Strong understanding of recruiting operations, talent acquisition workflows, and hiring pipelines.
• Ability to communicate effectively with both technical and non-technical stakeholders.
• Ability to operate in ambiguity and drive structure, clarity, and outcomes.
• Experience with job architecture remaps or transformations, including titles, families, and codes (preferred).
• Exposure to seasonal or surge hiring models (preferred).