Lead People Analytics Partner

Required

• A track record of turning data into a narrative that changed a real business decision — not just a report that got read.
• Experience building self-serve tools or processes that reduced reliance on a central team.
• Comfort building and coordinating formal networks across HRBPs, TA, Total Rewards, People Tech, and senior business leaders.
• Experience designing and running employee listening programs (engagement surveys, pulse surveys, exit interviews) and turning results into action, not just a readout.
• Experience analyzing quality of hire and retention/attrition drivers, including why employees choose to leave.
• Experience applying AI tools to automate reporting or surface insights at scale.
• A bias toward influence over output — you'd rather change a decision than ship a dashboard.
• Comfort operating against defined outcomes with milestone check-ins, rather than close day-to-day direction.
• A team that treats analytics as a strategic function, not a service desk.
• Real access to HRBPs, TA, Total Rewards, and business leaders — not gatekept relationships.
• A mandate to build the self-serve foundation your way, with the tools (AI included) to do it.
• Autonomy: you're measured on outcomes at key milestones, not managed day-to-day.