Why this role exists
Right now, our people data setup is… let’s say early stage.
We operate across ~20 countries, but:
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data sits in different places
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reporting is mostly manual
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definitions aren’t always consistent
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dashboards are limited
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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.
This role exists to help us go from reactive spreadsheets → actual people insights.
What you'll do:
1. Get control of the data
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Map out what people data we have (and where it lives)
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Clean it up, structure it, and make it usable
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Coordinate across functions to maintain data quality maintenance
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Help define consistent metrics (headcount, attrition, hiring, etc.)
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Work with People Ops, Finance, and systems owners to fix gaps
2. Build reporting we can trust
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Move us away from one-off reports and manual pulls
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Create repeatable, reliable reporting
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Own core dashboards (headcount, attrition, hiring, diversity, etc.)
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Make sure numbers actually reconcile across teams
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Upskill the team on basic reporting and use of tools
3. Create dashboards people will actually use
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Build simple, clear dashboards for:
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People team
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Leadership
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Focus on insight, not just data dumps
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Use modern tools (BI platforms, not just spreadsheets)
4. Support compensation & benefits analytics
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Partner closely with C&B on:
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Gather all the benefit data from various sources and systems
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benefits usage and cost analysis
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pay analysis
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5. Help us get more AI/data-savvy
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Bring ideas on how we can use AI/tools to:
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automate reporting
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surface insights faster
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reduce manual work
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We’re not looking for hype - just practical improvements that work
6. Improve how our systems talk to each other
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Work across HRIS, ATS, payroll, and other tools
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Help improve data flows and integrations (with support from tech where needed)
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Be the person who actually understands how people data connects end-to-end
What you'll have:
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1–5 years experience working with data, analytics, or BI
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Preferably come from a tech, SaaS, or product-led environment
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Built dashboards and reporting in a real business setting
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Strong google sheets and excel user
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Essential to be comfortable with SQL and know the basics of python or dbt modelling
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Are comfortable working in messy or evolving data environments
👉 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
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Explaining data in a way non-data people understand
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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
What this role is (and isn’t)
This is:
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a hands-on builder role
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a chance to shape people data from the ground up
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high ownership, high visibility
This isn’t:
- a pure reporting role
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a perfectly set-up data environment
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a big team (you’ll be the go-to person for this)
What success looks like (first 12 months)
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We have trusted, consistent people metrics
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Core dashboards are in place and actually used
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Manual reporting is significantly reduced, and colleagues can self serve
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People & reward decisions are backed by data
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Leaders can answer basic people questions without asking 3 different teams
