Senior People Analytics Lead

Coursera; United States; Hybrid; USD 140,000 - 170,000; Full time

Job summary

Coursera, a unified platform with Udemy, is hiring a senior People Analytics leader to own the analytics roadmap, build trusted data, and turn insights into practical workforce improvements. You’ll partner with HR, Finance, and IT to connect data and govern processes across the employee lifecycle.

This is a hands-on, senior individual contributor role with broad influence on the People team. You’ll apply advanced analytics, forecasting, and dashboards to drive decisions, improve efficiency, and

Qualifications

• 8+ years in people analytics applying analytics to People data and processes.
• Strong understanding of HR operations, lifecycle processes, and workforce metrics.
• Experience with Workday or similar HRIS and how configuration affects data quality.
• Experience integrating complex HR datasets with HRIS/IT/data engineering teams.
• Advanced SQL and Python or R.
• Advanced proficiency in Databricks, Tableau, or similar platforms.
• Strong grounding in statistical methods with judgement on method choice.
• Demonstrated success translating analysis into measurable improvements in efficiency or employee experience.
• Ability to scope ambiguous requests, prioritize, and deliver independently.

Responsibilities

• Own the analytics roadmap and prioritize workforce and operational questions.
• Build trusted people data with reliable datasets and pipelines.
• Improve People processes by analyzing onboarding, changes, case management and offboarding.
• Measure operational performance with metrics for service demand and cycle times.
• Deliver workforce insights with cross-functional collaboration on headcount and costs.
• Apply advanced methods like forecasting and predictive techniques.
• Tell the story with dashboards used by leaders and quarterly reviews.
• Advance AI and automation responsibly with privacy controls.

Skills

8+ years experience

SQL

Python or R

Databricks/Tableau

statistical methods

communication with senior leaders

privacy and responsible AI

Tools

Workday

HRIS

Job description

Coursera and Udemy are now one company, bringing together two mission-driven brands to create the world’s most powerful platform for turning learning into progress. Together, we help more than 300 million learners and 12,000+ enterprise customers build the skills they need for a world being reshaped by AI. Read more about the combined company by visiting our blog .

AI is transforming how people learn, work, and grow, and the need for new skills has never been greater. Coursera brings trusted content and credentials from leading university and industry partners, while Udemy brings a dynamic skills marketplace and global network of real-world experts. By combining these strengths, we can connect more people and organizations to the skills they need, when they need them.

Shape what comes next

By joining our team, you’ll have the opportunity to reshape how the world learns and applies skills—and help millions of people participate in the new economy. Bring your ideas, expertise, and perspective to meaningful work that can make a difference at global scale.

How we work

We let you choose the best way to work, whether it’s from home, an office, or a collaboration space. We’re a globally distributed team that comes together intentionally for collaboration, complex problem-solving, and key milestones - creating opportunities for teams to come together. If you’re ready to make a global impact, help scale unique products across Coursera + Udemy, and grow your career, apply below.

About this role

You’ll shape how the organization understands and manages its workforce. Reporting to the Director of People Operations & Technology, you’ll own the people analytics roadmap, build trusted data and reporting, and turn insights into practical improvements across the employee lifecycle. You’ll partner with People Business Partners, Talent Acquisition, Total Rewards, Employee Relations, and People leadership, and work with HRIS, IT, and Finance to connect data and strengthen governance.

This is a hands-on senior individual contributor role with broad influence across the People team.

About Your Skills

People Data Foundations Building trusted, well-governed people data through reliable pipelines, consistent metric definitions, and quality checks that make reporting and analysis dependable.

Process & Performance Analytics Using data to find bottlenecks, errors, and manual work in People processes, set baselines, and measure whether improvements, including AI and automation, deliver results.

Insight to Decision Applying the right analytical methods to workforce questions and turning findings into clear recommendations and dashboards that senior leaders act on.

What you’ll be doing

• Own the analytics roadmap. Prioritize the People organization’s most important workforce, talent, and operational questions, and balance immediate needs with foundational work like data quality, consistent metrics, and reliable reporting.
• Build trusted people data. Partner with HRIS and data owners to maintain reliable datasets and pipelines, with clear metric definitions, quality checks, and documentation.
• Improve People processes. Analyze onboarding, employee changes, case management, and offboarding to find bottlenecks, errors, and manual work. Set baselines, recommend improvements with process owners, and measure results.
• Measure operational performance. Develop metrics for service demand, cycle times, resolution quality, and rework to inform capacity, self-service, and automation priorities.
• Deliver workforce and talent insights. Work with People Business Partners and Finance on headcount, workforce costs, org structure, hiring, retention, internal mobility, and succession, and connect findings to workforce plans.
• Apply advanced methods. Use statistical analysis, forecasting, and predictive techniques, and clearly communicate assumptions and limitations.
• Tell the story. Build dashboards that leaders actually use, streamline recurring reporting, and run a quarterly workforce insights review that highlights changes, risks, and recommended actions.
• Advance AI and automation responsibly. Identify, validate, and measure practical AI and automation opportunities. Embed privacy, access controls, and responsible-use practices, and partner with Legal and IT on sensitive data.
• Build capability. Set analytical standards and coach People colleagues on using data confidently.

Qualifications

• 8+ years in people analytics, HR analytics, or a related field, with substantial experience applying analytics to People data and processes.
• Strong understanding of HR operations, employee lifecycle processes, and workforce and talent metrics.
• Experience with Workday or a similar HRIS, including how system configuration and business processes affect data quality.
• Experience integrating complex HR datasets and building sustainable pipelines with HRIS, IT, or data engineering teams.
• Advanced SQL and strong Python or R skills.
• Advanced proficiency in Databricks, Tableau, or similar platforms, with a track record of building reporting that leaders use to make decisions.
• Strong grounding in statistical methods, with the judgment to match the approach to the question and the data.
• Demonstrated success translating analysis into measurable improvements in efficiency, service quality, data accuracy, or employee experience.
• The ability to scope ambiguous requests, prioritize competing needs, and deliver independently.
• Clear, compelling communication with senior People and business leaders.
• Sound judgment with sensitive employee data and a commitment to privacy, fairness, and responsible AI.

Compensation

This role is available in the following US Pay Zones:

US Zone 3: $147,475 - $173,500

US Zone 4: $137,275 - $161,500

At Coursera, we offer competitive, zone-based pay aligned to your location, experience, and role level across four U.S. pay zones. Our total rewards package goes beyond salary, with comprehensive health and wellness benefits, bonus and RSU equity programs, and global perks designed to help you grow and thrive wherever you are.

Zone 1 – San Francisco Bay Area only

Zone 2 – New York City Metro and Seattle Metro

Zone 3 – CA (outside of SF Bay Area), CO, CT, DC, GA, IL, MA, MD, NY/NJ (outside of NYC Metro), OR, RI, TX, VA, WA (outside of Seattle Metro)

Zone 4 – All other US locations not listed in Zones 1–3

Posting Date: November 9, 2026

Application Window: November 9 - November 20, 2026

We anticipate the application window will be open until November 20, 2026. Based on business needs, this opportunity may remain posted beyond or closed before the anticipated application window.

Coursera is an Equal Opportunity Employer committed to building a welcoming and inclusive workplace. We consider all qualified applicants without regard to legally protected characteristics and provide reasonable accommodations upon request at [e-mail].

COURSERA IS A U.S. GOVERNMENT CONTRACTOR AND WE ARE REQUIRED TO INQUIRE ABOUT CONFLICTS BEFORE WE CAN RECRUIT CURRENT OR FORMER GOVERNMENT EMPLOYEES. IF THIS APPLIES TO YOU, WE REQUEST A LETTER FROM YOUR SUPERVISOR THAT THEY HAVE BEEN INFORMED ABOUT YOUR CONTACT WITH COURSERA (OR AS A FORMER EMPLOYEE, A LETTER STATING AN ETHICS OPINION WHICH IDENTIFIES ANY LIMITATIONS WHICH APPLY TO YOUR WORK IN THE PRIVATE SECTOR). THE LETTER SHOULD IDENTIFY ANY CONFLICTS OR POTENTIAL CONFLICTS, IF ANY EXIST.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Coursera’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.

A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.