People Science Consultant

DCYB; San Francisco, Bellevue (CA, WA); Sur place; USD 160 000 - 195 000; Plein temps

Avantages offerts par ce poste

Competitive compensation and equity

Restricted Stock Units

Paid time off, holidays & leave

Comprehensive health, dental & vision

Employer contributions to HSA

Paid parental leave

Life insurance & disability

Professional development & tuition

Mental health & wellness support

Commuter benefits

Cell phone stipend

401(k) retirement plan with company‑s

Volunteer time off

Global travel insurance & emergency

Daily meals allowance

Location-specific perks

Résumé du poste

Crusoe is seeking a People Science Consultant to partner with our People Success Partners and business leaders. You’ll transform complex workforce questions into clear, data-driven recommendations that influence talent, teams and organization design.

Embedded with PSPs across Engineering, Data Center Operations, and Manufacturing, you’ll combine quantitative analyses with interviews and qualitative feedback to explain what drives retention, engagement and performance, and to shape workforce

Qualifications

• An advanced degree in a behavioral science or quantitative field, such as I/O Psychology, Behavioral Economics, Organizational Behavior, Statistics or Economics, or a master’s degree plus substantial experience in management consulting or analytics.
• 4+ years in people analytics, management consulting or a related analytical role, including time spent advising senior leaders directly
• Solid grounding in research design and inferential statistics, so you can tell a real effect from noise and explain the difference to a skeptical executive.
• Strong Exploratory Data Analysis skills. You're comfortable getting into the data yourself to answer a question.
• Consulting skills: you can scope an unclear request, manage several stakeholders, and say no when it's the right call.
• A strong grasp of HR processes and people metrics, including where metrics mislead and need deeper analysis.
• The ability to explain complex analysis to non-technical audiences, from PSPs to senior executives.
• Hands-on experience using AI tools to speed up analysis or build lightweight tools, not just curiosity about them.
• Comfort with ambiguity and a fast pace. You'd rather deliver a useful answer this week than a perfect one next quarter.

Responsabilités

• Lead deep dives when something changes, such as a spike in turnover at a site or a drop in engagement on a team.
• Combine quantitative analysis with interviews, focus groups and open-text feedback to explain not just what is happening but why.
• Analyze org health and structure, including span of control, layers and manager ratios, and assess the people impact of reorganizations.
• Connect people data to business outcomes, such as how staffing stability affects site performance or how manager changes affect team retention.
• Help leaders set realistic people targets for attrition, spans, ramp time and hiring quality, using internal history and external benchmarks.
• Provide analysis that supports performance calibration, including rating distributions, consistency checks and fairness reviews.
• Measure whether the programs PSPs launch are moving the outcomes they were meant to move, and bring in our research partner when a program needs a rigorous evaluation.
• Join PSP and leadership forums so you understand each organization's priorities and spot people issues early.
• Turn work from the wider People Science and Workforce Intelligence team into recommendations leaders can act on, and bring real business problems back to shape the research and capability roadmap.
• Make sure PSPs and leaders know the full range of what the team can do, including the self-service tools they already have, and help them use it.
• Build data fluency across the PSP team by coaching partners to read data with confidence and use the team's tools on their own.
• Make sure conclusions are sound and clearly separate what the data show from what it suggests.

Connaissances

Behavioral science

Analytics leadership

Data storytelling

Statistical inference

HR data analysis

AI tooling experience

Ambiguity tolerance

Effective communication

Management consulting

Formation

Advanced degree in behavioral science or quantitative field

Outils

BigQuery

dbt

Sigma

Workday

Python

R

Excel

Description du poste

Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.

We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.

We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.

If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.

About the Role:

We're looking for a People Science Consultant to be the strategic analytics advisor to our People Success Partners (PSPs) and the leaders they support. You'll take on the complex, high-stakes questions that don't fit in a dashboard, and turn them into clear recommendations that shape decisions about talent, teams and organization.

You'll be embedded with our PSPs and the leaders they support, a trusted thought partner and data driven consultant. Through a mix of analysis, enablement, and partnership, you'll make sure insights land in the business and lead to real change.

The role is equal parts behavioral scientist and consultant. You'll bring research rigor to messy business problems, and the judgment to know which questions are worth answering.

You'll support a workforce few people analytics teams ever see. It spans a high-growth tech company, a distributed manufacturing operation, and a field organization building and running data centers internationally. What drives retention for a software engineer is very different from what drives it for a data center technician, and you'll help each part of the business understand its own people.

What You'll Be Working On:

• Advise PSPs and business leaders

  • Serve as the dedicated analytics partner to our PSPs and their client organizations, such as Engineering, Data Center Operations, Manufacturing and G&A.

  • Take on complex questions, like transforming engagement results into meaningful change, or whether a reorganization will fix a team's execution problems, and turn them into focused analyses with clear recommendations.

  • Work from hypotheses: frame the question, decide what evidence would change the decision, and get to a credible answer quickly.

  • Help PSPs walk into business reviews, talent reviews and org design conversations with a point of view backed by evidence.

  • Help PSPs prioritize, and push back when a request won't lead to a decision.

  • Handle high-visibility requests, such as board materials, market comparisons and executive questions, with speed and accuracy.

• Diagnose complex people problems and connect them to business outcomes

  • Lead deep dives when something changes, such as a spike in turnover at a site or a drop in engagement on a team.

  • Combine quantitative analysis with interviews, focus groups and open-text feedback to explain not just what is happening but why.

  • Analyze org health and structure, including span of control, layers and manager ratios, and assess the people impact of reorganizations.

  • Connect people data to business outcomes, such as how staffing stability affects site performance or how manager changes affect team retention.

  • Help leaders set realistic people targets for attrition, spans, ramp time and hiring quality, using internal history and external benchmarks.

• Shape talent decisions

  • Provide analysis that supports performance calibration, including rating distributions, consistency checks and fairness reviews.

  • Measure whether the programs PSPs launch are moving the outcomes they were meant to move, and bring in our research partner when a program needs a rigorous evaluation.

• Work embedded in the business

  • Join PSP and leadership forums so you understand each organization's priorities and spot people issues early.

  • Turn work from the wider People Science and Workforce Intelligence team into recommendations leaders can act on, and bring real business problems back to shape the research and capability roadmap.

  • Make sure PSPs and leaders know the full range of what the team can do, including the self-service tools they already have, and help them use it.

  • Build data fluency across the PSP team by coaching partners to read data with confidence and use the team's tools on their own.

  • Make sure conclusions are sound and clearly separate what the data show from what it suggests.

What You'll Bring to the Team:

• An advanced degree in a behavioral science or quantitative field, such as I/O Psychology, Behavioral Economics, Organizational Behavior, Statistics or Economics, or a master’s degree plus substantial experience in management consulting or analytics.

• 4+ years in people analytics, management consulting or a related analytical role, including time spent advising senior leaders directly

• Solid grounding in research design and inferential statistics, so you can tell a real effect from noise and explain the difference to a skeptical executive.

• Strong Exploratory Data Analysis skills. You're comfortable getting into the data yourself to answer a question.

• Consulting skills: you can scope an unclear request, manage several stakeholders, and say no when it's the right call.

• A strong grasp of HR processes and people metrics, including where metrics mislead and need deeper analysis.

• The ability to explain complex analysis to non-technical audiences, from PSPs to senior executives.

• Hands-on experience using AI tools to speed up analysis or build lightweight tools, not just curiosity about them.

• Comfort with ambiguity and a fast pace. You'd rather deliver a useful answer this week than a perfect one next quarter.

Bonus Points

• Experience in management consulting, internal strategy or a similar role where you owned the full arc of a problem: framing the question, forming hypotheses, doing the analysis and getting leaders to act.

• Experience with Python or R.

• Experience with qualitative research methods, such as interviews and focus groups.

• Experience supporting frontline, manufacturing, field or operations workforces.

• Experience at a high-growth technology, AI/ML, energy or infrastructure company.

• Experience with BigQuery, dbt and Sigma.

• Experience with Workday, position management concepts, and listening platforms

Benefits:

• Competitive compensation and equity packages

• Restricted Stock Units

• Paid time off, paid holidays & leave of absence programs

• Comprehensive health, dental & vision insurance

• Employer contributions to HSA account

• Paid parental leave

• Paid life insurance, short-term and long-term disability

• Professional development & tuition reimbursement

• Mental health & wellness support

• Commuter benefits (parking & transit)

• Cell phone stipend

• 401(k) Retirement plan with company match up to 4% of salary

• Volunteer time off

• Global travel insurance & emergency assistance

• Daily meals allowance

• Additional perks & programs specific to location

Compensation Range

Compensation will be paid in the range of up to $160,000 - $195,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data.

Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.