People Data & Analytics Specialist

• data sits in different places
• reporting is mostly manual
• definitions aren’t always consistent
• dashboards are limited
• and we’re not getting the insights we should be

At the same time, the business is growing fast and expects proper, data-backed decisions - especially around hiring, retention, compensation, and benefits., * Map out what people data we have (and where it lives)

• Clean it up, structure it, and make it usable
• Coordinate across functions to maintain data quality maintenance
• Help define consistent metrics (headcount, attrition, hiring, etc.)
• Work with People Ops, Finance, and systems owners to fix gaps

1. Build reporting we can trust

• Move us away from one-off reports and manual pulls
• Create repeatable, reliable reporting
• Own core dashboards (headcount, attrition, hiring, diversity, etc.)
• Make sure numbers actually reconcile across teams
• Upskill the team on basic reporting and use of tools

1. Create dashboards people will actually use

• Build simple, clear dashboards for:
• People team
• Leadership
• Focus on insight, not just data dumps
• Use modern tools (BI platforms, not just spreadsheets)

1. Support compensation & benefits analytics

• Partner closely with C&B on:
• Gather all the benefit data from various sources and systems
• benefits usage and cost analysis
• pay analysis

1. Help us get more AI/data-savvy

• Bring ideas on how we can use AI/tools to:
• automate reporting
• surface insights faster
• reduce manual work
• We’re not looking for hype - just practical improvements that work

1. Improve how our systems talk to each other

• Work across HRIS, ATS, payroll, and other tools
• Help improve data flows and integrations (with support from tech where needed)
• Be the person who actually understands how people data connects end-to-end, * a hands-on builder role
• a chance to shape people data from the ground up
• high ownership, high visibility

This isn’t:

• a pure reporting role
• a perfectly set-up data environment
• a big team (you’ll be the go-to person for this)

What success looks like (first 12 months)

• We have trusted, consistent people metrics
• Core dashboards are in place and actually used
• Manual reporting is significantly reduced, and colleagues can self serve
• People & reward decisions are backed by data
• Leaders can answer basic people questions without asking 3 different teams

Do you have experience in SQL?, * 1-5 years experience working with data, analytics, or BI

• Preferably come from a tech, SaaS, or product-led environment
• Built dashboards and reporting in a real business setting
• Strong google sheets and excel user
• Essential to be comfortable with SQL and know the basics of python or dbt modelling
• Are comfortable working in messy or evolving data environments

\uD83D\uDC49 You don’t need to come from HR or People Analytics - we’re happy with candidates from broader data/analytics backgrounds who are interested in applying those skills to people data.

You’re good at:

• Turning unclear questions into structured analysis
• Explaining data in a way non-data people understand
• Spotting inconsistencies and fixing them
• Balancing detail with speed (not over-engineering everything)

Bonus if you:

• Have exposure to people/HR data, compensation, or workforce analytics
• Have worked with multiple systems and data sources

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