Über diese Staff HR Analyst Stelle bei Tenstorrent
Tenstorrent is leading the industry on cutting-edge AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors. Our diverse team of technologists have developed a high performance RISC-V CPU from scratch, and share a passion for AI and a deep desire to build the best AI platform possible. We value collaboration, curiosity, and a commitment to solving hard problems. We are growing our team and looking for contributors of all seniorities.
Compensation at Tenstorrent spans multiple countries, currencies, and equity vehicles, and the foundation under it is still being built. This role owns the building blocks: the global comp calendar, the review cycles, offer governance, and the data everything else depends on. You will run cycles end to end, act as the gatekeeper on complex offers and equity allocations, and turn benchmarking, equity budgeting, and dilution analysis into something leadership can decide from. You will also be the person HRBPs, managers, and recruiters come to when they need a comp answer they can act on.
This role is hybrid, based out of Santa Clara, CA, Austin, TX, or Toronto, ON.
We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting.
Who You Are
- You care about the people side, not just the data. You want to understand how HRBPs guide their orgs and what a hiring leader is actually deciding, and you would rather be a thought partner than a ticket queue.
- Working without a finished playbook suits you. The house here is not fully built, and you would rather lay foundation than inherit someone else's.
- You build analytics people adopt without being chased. You think about who uses the thing and whether they came back, and you want non-analysts to answer their own questions inside sensible guardrails.
- Curiosity about what AI changes runs through your work, not just for writing SQL faster but for how analytics reaches people in the first place.
What We Need
- Four or more years in people analytics, HR analytics, or a comparable data-focused role, including at least one reporting or analytics product you owned end to end rather than supported.
- Hands-on, current SQL for pulling, shaping, validating, and investigating data. We care more about the instinct to define the question before writing the query than about memorized syntax.
- Dashboard building in Tableau or an equivalent BI tool, with real adoption you can point to.
- A partner's instinct with system and operations owners, including reconciling metric definitions before reconciling numbers, and explaining all of it in plain language to people who are not technical.
What You Will Learn
- How HR data actually breaks, and how to fix it at the source instead of patching it downstream.
- How to make an analysis land with a leader who is deciding something rather than reading a report.
- What modern HR analytics delivery looks like when the answer can live in Tableau, in Claude, in an agent, or somewhere that does not exist yet.
- Where the leverage sits in a fast-growing hardware company, since this reporting suite touches nearly every part of how we hire and grow.
Compensation for this level at Tenstorrent ranges from $100k - $175k including base and variable compensation targets. Experience, skills, education, background and location all impact the actual offer made.
Tenstorrent offers a highly competitive compensation package and benefits, and we are an equal opportunity employer.
This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology. Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2). These requirements apply to persons located in the U.S. and all countries outside the U.S. As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency. If employment is not possible due to U.S. export laws, any offer of employment will be rescinded.
