People Analyst

Role overview

A People Analyst partners with senior HR leaders to convert open-ended questions into clear analyses, dashboards, and recommendations that strengthen workforce decisions. The role sits at the intersection of People operations and data, using analytics tools and AI to surface trends in organizational health, talent outcomes, and employee experience. It is well suited to someone who enjoys consulting-style work with executives while operating hands-on with data systems.

Responsibilities

- Collaborate with senior People leaders to clarify priorities and deliver data-backed insights on workforce topics. - Build analyses, dashboards, and reports covering workforce trends, talent outcomes, and organizational health. - Apply AI and automation to streamline recurring analyses and scale reporting across the People function. - Translate vague or ambiguous requests into structured problem statements, methodologies, and recommendations. - Prepare executive-ready narratives that connect findings to business implications and next actions. - Consult across People sub-disciplines such as HRBPs, Talent, Compensation, Operations, DEI, Learning, and Employee Experience. - Improve data quality, reporting consistency, and self-service access to workforce insights. - Partner with data and systems teams to ensure reliable, well-modeled reporting. - Proactively surface workforce risks, patterns, and opportunities for leadership attention.

Requirements

- Five or more years of experience in management consulting, client management, or a similar advisory environment. - Working knowledge of HR operations, talent processes, workforce planning, employee lifecycle data, and organizational structures. - Demonstrated ability to advise senior stakeholders and shape ambiguous questions into practical analyses. - Strong problem-solving skills, intellectual curiosity, and comfort working through ambiguity. - Clear storytelling and communication skills tailored to executive audiences. - SQL proficiency and hands-on experience with large, complex datasets. - Familiarity with data architecture, data models, data quality practices, and analytics workflows. - Experience with platforms such as Workday, Greenhouse, Qualtrics, or comparable People systems. - Sound judgment handling sensitive employee data, including privacy, accuracy, and ethical use considerations.

Nice to have

- Experience embedding AI or machine learning techniques into HR analytics work. - Background supporting DEI, employee experience, or organizational effectiveness initiatives with data. - Exposure to global, multi-zone workforce data and location-based pay structures.

Benefits and work setup

- Remote work options with flexible time off. - Medical insurance, retirement savings plans, and modern family planning benefits. - Reasonable accommodations available throughout the interview process. - Market-based pay with compensation ranges that vary by geographic zone and candidate experience; specific bands are shared during the hiring process.