Lead Talent Acquisition Analyst

About Lyra Health Lyra Health is a leading provider of evidence-based mental health care, serving more than 20 million people globally in partnership with employers and more than 100 million through health plan and partner relationships. The company has delivered more than 15 million sessions of mental health care, published more than 35 peer-reviewed studies, and delivered unmatched outcomes in terms of access, clinical effectiveness, and cost efficiency. Extensive peer-reviewed research confirms Lyra’s transformative care model helps people recover twice as fast and results in a 26% annual reduction in overall healthcare claims costs. Lyra is transforming access to life-changing mental health care through Lyra Empower, the only fully integrated, AI-powered platform combining the highest-quality care and technology solutions.

About the Role As Lead Talent Acquisition Analyst, you will serve as the architect of our talent acquisition data strategy. This is a strategic, high-impact role bridging the gap between complex data infrastructure, advanced resource modeling, and executive decision-making.  You will design the frameworks that measure hiring efficiency and build the narrative that guides our global talent acquisition strategy. The insights you surface will directly influence executive decisions, resource allocation, and long-term business growth.

Responsibilities:: Data Architecture & Strategy

Design and own the TA data architecture ecosystem , ensuring seamless integration between our ATS, HRIS, and Clinical Recruiting analytics.

Build, maintain, and scale robust data pipelines and automated dashboards that serve as the "single source of truth" for TA metrics globally.

Establish governance standards for data cleanliness, compliance (GDPR, EEOC, etc), and TA reporting methodologies across the organization.

Capacity & Predictive Modeling

Develop sophisticated recruiter capacity and workload models to ensure the TA team is optimally staffed to meet fluctuating business hiring demands.

Architect predictive hiring models (e.g., time-to-fill forecasting, offer acceptance curves, and funnel conversion yield ratios) to identify potential hiring bottlenecks before they impact the business.

Partner with Finance and Workforce Planning to align headcount budgets, attrition forecasts, and hiring plans into a cohesive operational model.

Executive Storytelling & Insights

Translate complex datasets into compelling, executive-ready narratives and presentations for the Head of Talent Acquisition, Executive Team, and Business Unit Leaders.

Lead quarterly and annual business reviews (QBRs/ABRs) for the TA organization, delivering actionable insights rather than just raw numbers.

Act as an internal consultant , proactively identifying trends, anomalies, or inefficiencies in the hiring funnel and recommending data-driven interventions to TA leadership.

Qualifications:: 7+ years of experience in data analytics, business intelligence, or workforce planning, with at least 3+ years specifically focused on Talent Acquisition/HR analytics at an enterprise scale.

Technical Expertise: Advanced proficiency in Excel or SQL is required. Strong experience building enterprise-grade data models in Tableau, Power BI, or Visier is a plus.

Storytelling Mastery: Exceptional communication and presentation skills. You have a proven track record of distilling technical data into clear, concise, and persuasive presentations for executive-level audiences.

Financial & Operational Acumen: Proven experience building complex capacity models and headcount forecasting frameworks from scratch, preferably in a fast-paced or scaling environment.

Systems Knowledge: Deep familiarity with modern ATS data structures and talent CRM platforms. Direct experience with Lever or Ashby is highly preferred, though expertise with other enterprise systems (e.g., Greenhouse, Workday, Gem, etc) is also acceptable.

"We are an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information or any other category protected by law.   By applying for this position, you acknowledge that your personal information will be processed as per the Lyra Health Workforce Privacy Notice. Through this application, to the extent permitted by law, we will collect personal information from you including, but not limited to, your name, email address, gender identity, employment information, and phone number for the purposes of recruiting and assessing suitability, aptitude, skills, qualifications, and interests for employment with Lyra.  We may also collect information about your race, ethnicity, and sexual orientation, which is considered sensitive personal information under the California Privacy Rights Act (CPRA) and special category data under the UK and EU GDPR.  Providing this information is optional and completely voluntary, and if you provide it you consent to Lyra processing it for the purposes as described at the point of collection, for example for diversity and inclusion initiatives.  If you are a California resident and would like to limit how we use this information, please use the Limit the Use of My Sensitive Personal Information form.  This information will only be retained for as long as needed to fulfill the purposes for which it was collected, as described above. Please note that Lyra does not “sell” or “share” personal information as defined by the CPRA. Outside of the United States, for example in the EU, Switzerland and the UK, you may have the right to request access to, or a copy of, your personal information, including in a portable format; request that we delete your information from our systems; object to or restrict processing of your information; or correct inaccurate or outdated personal information in our systems. These rights may be subject to legal limitations. To exercise your data privacy rights outside of the United States, please contact globaldpo@lyrahealth.com. For more information about how we use and retain your information, please see our Workforce Privacy Notice."