ABOUT THE TEAM

The People Analytics team is at the forefront of transforming how we understand and optimize our workforce. We are a dynamic group of analytical thinkers and storytellers who leverage advanced analytics and robust methodologies to create strategic insights from complex HR data. Collaborating closely with HR Business Partners, Program Management Teams, Business Operations, Talent Acquisition and various cross functional stakeholders we provide actionable insights that drives informed decisions across the entire employee lifecycle; from optimizing talent acquisition and development to enhancing engagement and retention. Our work directly shapes a thriving employee experience, fuels organizational growth, and ensures our people strategy is truly data-driven.

ABOUT THE JOB

As the Sr. People Data Analyst supporting Talent Acquisition, you'll build and maintain the dashboards, reports, and analytical models that our recruiting team relies on to make decisions. Day-to-day, that means writing complex SQL against our data warehouse, designing interactive dashboards in BI tools, and performing deep-dive analyses on metrics like time-to-hire, conversion rates, source effectiveness, and pipeline health. You'll own the full analytics lifecycle for TA: scoping questions with recruiting leadership, pulling and transforming data, building visualizations, and presenting findings. The role goes beyond scheduled reporting. You'll develop predictive models to forecast hiring demand, identify where candidates drop off in the funnel, and quantify what's working across sourcing channels and recruiting programs. The goal is to give TA leaders the data they need before they have to ask for it.

WHAT YOU'LL DO

• Lead the strategic analysis of key recruiting metrics (e.g., time-to-hire, source quality, conversion rates, cost-per-hire), developing sophisticated analytical frameworks to proactively identify trends, anomalies, and critical opportunities for strategic optimization and operational improvements across the entire TA lifecycle.
• Design, build, enhance, and govern advanced, interactive dashboards and reporting frameworks that provide real-time, deep-dive visibility into TA performance, ensuring high adoption and directly informing strategic decisions.
• Translate complex TA data into strategic insights, developing and implementing predictive models to forecast hiring demand, assess talent market dynamics, identify potential bottlenecks, and evaluate the effectiveness of TA initiatives.
• Skillfully translate complex analytical findings into clear, concise, and compelling narratives and recommendations for senior TA leadership and executive stakeholders, influencing strategic direction through impactful presentations and written reports.
• Serve as the primary strategic data consultant, partnering closely with Talent Acquisition leadership and the TA Analytics Project Manager to deeply understand their analytical needs, align on critical priorities, and proactively identify opportunities for strategic data application that drives significant business outcomes.
• Champion data integrity within the TA domain, architecting solutions for data governance, conducting rigorous data audits, and collaborating cross-functionally to streamline processes and enhance the reliability and consistency of TA-related data.
• Drive the adoption of best-in-class analytics methodologies, tools, and approaches, contributing to the continuous improvement of reporting, analytics capabilities, and the broader people analytics roadmap.

REQUIRED QUALIFICATIONS

• 5+ years of progressive experience in People analytics, Business Intelligence, or a related data analysis role, with at least 2-3 years specifically focused on Talent Acquisition analytics and demonstrating significant strategic impact.
• Expert-level proficiency in SQL for advanced data extraction, manipulation, and complex analytical querying.
• Advanced proficiency (3+ years) in designing, building, enhancing, and maintaining complex, interactive dashboards and reporting frameworks using leading business intelligence tools (e.g., Tableau, Power BI, Looker).
• Proven track record of developing sophisticated analytical frameworks and utilizing statistical techniques to interpret large and complex datasets, identify critical trends, and deliver actionable strategic recommendations.
• Deep and nuanced understanding of key Talent Acquisition metrics, processes, and systems (e.g., ATS, CRM, HRIS), with experience influencing their data strategy and utilization.
• Exceptional written and verbal communication skills, with a proven ability to present complex data clearly, concisely, and persuasively to senior leadership and executive stakeholders.
• Demonstrated ability to manage multiple analytical projects concurrently, prioritize effectively, and collaborate strategically with cross-functional teams, including senior TA leaders and technical partners.
• Bachelor’s degree in a quantitative field such as Business Analytics, Data Science, Human Resources, Economics, Statistics, or a related discipline.

PREFERRED QUALIFICATIONS

• Proven experience leading the development and implementation of predictive analytics or statistical modeling for TA outcomes (e.g., attrition prediction, sourcing effectiveness).
• Strong proficiency in Python or R for advanced statistical analysis, data manipulation, and automation.
• Familiarity with specific ATS platforms like Greenhouse and CRM tools like Gem, and their underlying data structures.
• Experience with a modern HRIS like Rippling or Workday.
• Experience with advanced data visualization best practices and UI/UX design principles for analytical products.
• Familiarity with data governance principles and best practices for sensitive HR data.
• Direct hands-on experience with Palantir Foundry.