Senior Employer Analytics Analyst, Guild Education
$120-140k
+ Stock options
More information about location
Upskilling and education platform for America's workforce
Job no longer available
Upskilling and education platform for America's workforce
1001+ employees
Job no longer available
$120-140k
+ Stock options
More information about location
1001+ employees
Company mission
To unlock opportunity for America’s workforce through education and upskilling.
Role
Who you are
- 4-5 years of experience in a business analytics or analytics focused consultant role; client-facing roles a plus
- Seeks to learn new functionality and find efficiencies with existing tools and processes
- Demonstrated excellent customer service skills, attention to detail, and a client-focused approach
- Comfort presenting internally and/or at client organizations with an ability to influence perspectives via data-driven storytelling
- Translates employer needs into actionable analytical requirements and recommends relevant and scalable solutions that directly address the root causes
- Self-starter with a high degree of motivation to learn and go above and beyond, and provide mentorship to junior analysts
- Proficient in SQL, a business intelligence and data visualization tool (e.g. Looker, Tableau), and Excel; Python proficiency a plus
What the job involves
- Guild is hiring a Senior Employer Analytics Analyst
- This role will ensure that Guild’s Employer Partners and Employer Partner Services teams are equipped with accurate, data-backed insights that directly enables them to make business decisions
- This Analyst will delight our clients by providing meaningful insights related to program utilization and outcomes
- They will ensure we have a successful data and reporting relationship with their assigned portfolio of employer partners
- Influence health of employer relationships by effectively measuring program ROI and identifying other proof points of program impact. Balance Guild’s best practice methodology with necessary client customizations to maximize impact of analyses
- Proactively identify insights that help employers understand program engagement and their forecasted spend so that they may make informed program decisions and adjustments
- Build and deliver presentations that effectively communicate key business insights, problems to solve, and paths forward to both internal and external audiences
- Consult with stakeholders on the feasibility and scope of reporting requests and produce the metrics/data that will best meet their needs and enable self-service whenever possible
- Prioritize and deliver ad hoc analyses that help internal or external partners answer questions about trends in Guild’s business, member behavior, or learner outcomes
- Effectively manipulate and analyze complicated data sets using Looker, SQL and DBT. Partner with Data Engineering as needed to flag data quality issues and request new metrics or data schema requirements
- Build scalable solutions, methodologies, toolkits, and best practice documents that improve team efficiency and expand the menu of Analytics deliverables over time
- Translate data about the member experience, learner outcomes, or employer outcomes into external-facing thought leadership that helps drive business growth
Our take
The recruitment process can be the most costly element of a company's operation, with future-proof skillsets requirements resulting in the hiring of staff for niche tasks. Many existing employees of a company could have the potential to fill talent gaps and prevent the need for a new hire, but they often lack the training for such roles. Helping to solve this problem, Guild Education helps employers partner with nonprofit universities to train staff across a variety of subject matters, including high school completion programs, vocational opportunities, and enrollment in higher education.
As professional development is a strong employer benefit, Guild Education also pitches itself as a perk for employees, aiming to increase retention and worker satisfaction. By solving two major problems - a skills shortage and worker retention, it has gained large companies such as Chipotle, Target, Hilton and PepsiCo as corporate clients.
The platform has secured some serious funding too. And is using this funding to develop its healthcare and financial services learning modules and increase its offering to workers by exploring new ways to lower the barriers to learning, for instance through childcare solutions and financial wellness tools.
Freddie
Company Specialist at Welcome to the Jungle
Insights
-5% employee growth in 12 months
Company
Funding (last 2 of 7 rounds)
Jun 2022
$265m
SERIES F
Jun 2021
$150m
SERIES E
Total funding: $643.5m
Company benefits
- Equity stake in the company providing ownership and a path to future earnings (when we succeed, we all benefit)
- free one-on-one coaching with a certified financial planner, a platform with budgeting tools, investment and equity management center and many more financial resources through Origin (we believe financial literacy not only supports you personally, but also has a lasting impact in creating positive generational wealth practices)
- Employee Assistance Fund for unforeseen crises, disasters, and/or personal hardships and you need a little extra financial support (funded by the company and fellow Guilders to create a community of support)
- legal support and resources to navigate complicated situations like estate planning name changes, immigration, and more
- 401(k) plan with a range of diverse investment options and personalized retirement advice
- Well-rounded wellness benefits including free and low cost mental health resources and financial wellbeing support services
- Education benefits and tuition assistance to help your future development and growth
- Multiple paths to meet educational and professional goals
- Fertility benefits built into all of our medical plans
- A $10,000 family planning fund to take care of costs that aren’t covered by the medical plans like adoption, surrogacy, and egg freezing expenses
- 12-20 weeks of paid leave and a ramp-up program for Guilders to ease back into work after an extended time away
- An additional 3 weeks of paid leave if you are going through the adoption, surrogacy, or foster process to use prior to your child's arrival/placement to prepare and attend necessary meeting
- Inclusive guidance and support as you go through your family planning journey through Cleo
- Our on-site childcare center, The Beehive, offering care for children 3 months-6 years of age for employees and their friends and family members located in Colorado
- Personalized 1:1 support for anyone on the parenthood journey with access to a network of clinicians, experts, and specialists through Cleo
- 80 hours of low cost ($2/hr) emergency backup care for times employees unexpectedly find themselves without primary care for the ones they are responsible for
- Dedicated support in finding background-checked care providers to assist with child care, elder care, and chronic care needs through Helpr
- The ability to bring an actively nursing child and companion on work related trips
- Inclusive, affordable medical and behavioral healthcare when you need it
- Open PTO is available so Guilders can rest, recharge, and bring their best selves to work
- 10 Holidays including a collective week off over the 4th of July plus 5 floating holidays for cultural and religious events you celebrate
- Our leave policies are there to support employees and offer 12 weeks of fully paid medical, non-birthing parent, and caregiving leave as of day one of employment while birthing parents receive 18-20 weeks of fully paid leave
- Once Guilders reach 4.5 years of service, they are eligible for a 5-week fully paid sabbatical leave
- Up to 10 days of bereavement leave
- Up to 10 days of jury duty
- 8 sick days
Company HQ
Central Business District, Denver, CO
Share this job
View 11 more jobs at Guild Education