People Data Specialist, True Anomaly

• 3–5 years of experience in HR analytics, people analytics, or a closely related data role
• Proficiency in SQL and at least one BI/visualization tool (e.g., Tableau, Power BI, Looker)
• Hands-on experience with an HRIS platform (e.g., Workday, BambooHR, Rippling, UKG) and familiarity with its data structures
• Demonstrated ability to own data quality — not just report on data, but actively improve it
• Strong written and verbal communication skills; able to present complex analysis to non-technical audiences
• Highly organized, with a track record of managing multiple requests and deadlines in a fast-paced environment

Desirable

• Serve as the analytics backbone for our People team — turning people data into clear, confident decisions
• This role partners directly with People Business Partners (PBPs) to deliver the insights, dashboards, and data integrity they need to support a fast-moving, growing organization
• It's a hands-on, build-it-from-the-ground-up role — not a maintenance position — suited for someone with 3–5 years of HR analytics experience who can operate with autonomy, earn trust quickly, and bring structure to ambiguity
• You'll own the quality of our people data end-to-end, while also being the go-to analytical resource for People across the business
• Serve as the primary analytics resource for People Business Partners (PBPs), helping them answer workforce questions quickly and accurately
• Translate business questions from PBPs and leadership into clearly scoped data requests and analytical projects
• Proactively surface trends, risks, and opportunities in people data before they're asked for
• Communicate findings in plain language — through presentations, written summaries, and one-on-one consultations
• Take end-to-end ownership of the accuracy and completeness of people data across People systems (HRIS, performance tools, engagement platforms)
• Design and implement data quality checks, audit processes, and reconciliation routines to catch and correct errors
• Establish and enforce data entry standards and governance protocols across People workflows
• Partner with IT and People Ops to diagnose and resolve upstream data issues in pipelines and integrations
• Maintain clear documentation of data definitions, sources, logic, and known limitations
• Design and maintain core People dashboards covering headcount, attrition, DEI metrics, compensation, and engagement
• Automate recurring reports so PBPs spend less time pulling data and more time acting on it
• Fulfill ad hoc data requests — from quick lookups to multi-variable analyses — with speed and accuracy
• Create self-serve data products that empower PBPs and managers to answer their own questions
• Apply descriptive, diagnostic, and predictive analysis to support strategic People initiatives (e.g., retention risk, hiring forecasting, workforce planning)
• Support survey design and analysis — engagement, exit, onboarding, and pulse surveys
• Evaluate the effectiveness of People programs using data and help quantify their business impact
• Stay current on People analytics best practices and bring new methods to the team as we scale