Senior People Analytics Lead

Jobgether; United States; Remote; USD 137,000 - 174,000; Full time

Benefits offered by this job

Equity RSUs

Healthcare benefits

Remote work option

Global opportunities

Job summary

Jobgether is seeking a Senior People Analytics Lead based in the United States. You will own the People Analytics roadmap, transforming complex workforce data into actionable insights to support business and employee outcomes.

This is a hands-on senior IC role with broad influence across the organization. You will build reliable data foundations, develop advanced reporting, and collaborate with HR, Finance, and Technology teams while exploring responsible AI applications to drive efficiency and

Qualifications

• 8+ years of professional experience in People Analytics or HR analytics, with HR data and processes.
• Strong understanding of HR operations and lifecycle metrics.
• Experience with Workday or similar HRIS and data quality implications.
• Proven ability to integrate complex HR datasets and build scalable data pipelines.

Responsibilities

• Own the People Analytics roadmap and prioritize workforce, talent, and operational questions.
• Build reliable data foundations and standardized metric definitions with data owners.
• Develop dashboards and reports for leadership decision-making and workforce trends.
• Analyze headcount, costs, structures, retention, mobility, and succession planning.
• Apply forecasting and predictive analytics to answer complex workforce questions.

Skills

SQL

Python

R

Data storytelling

Stakeholder management

Tools

Databricks

Tableau

Job description

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior People Analytics Lead based in the United States. Join a globally distributed, mission-driven technology organization where data plays a central role in shaping workforce strategy and organizational success. As Senior People Analytics Lead, you will own the People Analytics roadmap, transforming complex workforce data into actionable insights that support better business and employee outcomes. You will build reliable data foundations, develop advanced reporting capabilities, and identify opportunities to improve processes across the entire employee lifecycle. Working closely with People leadership, HR Operations, Talent Acquisition, Finance, and Technology teams, you will influence strategic decisions through meaningful analytics. You will also explore responsible applications of AI and automation to improve efficiency, accuracy, and employee experiences. This is a hands‑on senior individual contributor opportunity offering broad organizational influence in a collaborative, innovative, and rapidly evolving environment.

Accountabilities

• Own the People Analytics roadmap: Define and manage the analytics strategy, prioritizing critical workforce, talent, and operational questions while balancing immediate business needs with long‑term data infrastructure and reporting improvements.
• Build reliable people data foundations: Partner with HRIS teams and data owners to develop and maintain trustworthy datasets, sustainable data pipelines, standardized metric definitions, quality controls, and comprehensive documentation.
• Improve HR processes: Analyze employee lifecycle activities, including onboarding, employee changes, case management, and offboarding, to identify bottlenecks, inefficiencies, errors, and opportunities to reduce manual work.
• Measure operational performance: Develop and maintain metrics covering service demand, processing times, resolution quality, rework, and operational efficiency to support better capacity planning and automation decisions.
• Deliver workforce and talent insights: Collaborate with People Business Partners and Finance to analyze headcount, workforce costs, organizational structures, recruitment, employee retention, internal mobility, and succession planning.
• Apply advanced analytical methods: Use statistical analysis, forecasting, and predictive modeling techniques to answer complex workforce questions, clearly communicating assumptions, limitations, and business implications.
• Develop actionable dashboards and reporting: Create intuitive dashboards and analytical reports that support leadership decision‑making, streamline recurring reporting, and provide clear visibility into workforce trends and organizational risks.
• Lead workforce insights reviews: Organize quarterly workforce analytics reviews, highlighting key developments, emerging challenges, strategic opportunities, and recommended actions for senior stakeholders.
• Evaluate AI and automation opportunities: Identify, validate, and measure practical opportunities to introduce AI‑powered solutions and automation into People processes, ensuring improvements deliver measurable results.
• Promote responsible data practices: Establish appropriate privacy standards, access controls, and responsible AI practices while collaborating with Legal, IT, and relevant stakeholders on sensitive employee information.
• Strengthen analytical capabilities: Establish consistent analytical standards and coach People team colleagues to improve data literacy, confidence, and their ability to use insights in everyday decisions.
• Drive continuous improvement: Translate analytical findings into practical recommendations that improve operational efficiency, data accuracy, service quality, and the overall employee experience.

Requirements

• At least 8 years of professional experience in People Analytics, HR Analytics, workforce analytics, or a closely related field, with substantial experience working with employee data and HR processes.
• Strong understanding of HR operations, employee lifecycle management, workforce planning, and talent‑related metrics.
• Experience working with Workday or comparable Human Resources Information Systems (HRIS), including an understanding of how system configuration and business processes influence data quality.
• Proven experience integrating complex HR datasets and developing reliable, scalable data pipelines in collaboration with HRIS, IT, or Data Engineering teams.
• Advanced SQL proficiency and strong programming skills in Python or R.
• Advanced experience with Databricks, Tableau, or comparable data analytics and visualization platforms.
• Demonstrated ability to build dashboards, reporting frameworks, and analytical tools that senior leaders actively use to support strategic decisions.
• Strong knowledge of statistical methods, forecasting, and predictive analytics, with the ability to select appropriate methodologies based on business questions and available data.
• Proven track record of translating analytical findings into measurable improvements in operational efficiency, service quality, data accuracy, or employee experience.
• Strong problem‑solving and critical‑thinking skills, with the ability to interpret complex datasets and identify meaningful patterns and opportunities.
• Excellent project management and prioritization abilities, including the capacity to scope ambiguous requests, manage competing priorities, and deliver independently.
• Exceptional communication and presentation skills, with the ability to explain complex analytical concepts clearly and influence senior People and business leaders.
• Strong stakeholder management and collaboration skills, with experience working across People Operations, Talent Acquisition, Total Rewards, Employee Relations, Finance, HRIS, and Technology teams.
• Sound judgment when handling confidential and sensitive employee information, with a strong commitment to data privacy, fairness, and responsible AI practices.
• A proactive, detail‑oriented, and strategic mindset, with the ability to balance hands‑on technical execution with broader organizational impact.

Benefits

• Competitive annual salary:
• US Pay Zone 3: $147,475–$173,500.
• US Pay Zone 4: $137,275–$161,500.
• Location‑based compensation: Salary ranges are determined according to geographic location, professional experience, and role level.
• Performance‑based compensation: Access to bonus programs as part of the overall total rewards package.
• Equity opportunities: Restricted Stock Unit (RSU) programs, allowing eligible employees to participate in the organization’s long‑term growth.
• Comprehensive healthcare: Health and wellness benefits designed to support employees’ physical and mental well‑being.
• Global employee perks: Additional benefits and resources designed to support employees across different locations.
• Flexible working arrangements: Freedom to work remotely, from an office, or from a dedicated collaboration space.
• Distributed work culture: Opportunities to collaborate with international teams through intentional in‑person gatherings, team meetings, and key organizational milestones.
• Professional development: Opportunities to expand technical expertise, strengthen leadership capabilities, and contribute to meaningful projects at global scale.
• Career growth: The opportunity to influence workforce strategy and build advanced People Analytics capabilities within a growing, technology‑driven organization.