People Operations & Analytics Partner, Grindr

• The ideal candidate is an analytical problem-solver who enjoys turning complexity into clarity and building systems that scale with precision
• 6+ years of experience in HR operations, analytics, compensation, or business operations, ideally within a fast-paced, data-driven environment
• Proven ability to manage compensation processes, headcount planning, and workforce reporting
• Highly analytical and detail-oriented — fluent in modeling, forecasting, and data validation
• Strong systems orientation and experience with HRIS tools (e.g., BambooHR, Workday, or similar) and data visualization platforms
• Able to translate complex data into insights that drive people and business outcomes
• Collaborative and proactive communicator with a bias toward accuracy, clarity, and action
• Passionate about building equitable, data-informed people systems that reflect Grindr’s mission and community

Desirable

• We’re looking for a People & Analytics Partner who thrives at the intersection of people operations, analytics, and compensation
• His role blends hands-on execution with strategic insight — managing compensation programs, headcount planning, equity operations, and workforce analytics
• You’ll partner closely with Finance, Talent, and People leadership to ensure that data integrity, compensation mechanics, and planning processes align seamlessly with Grindr’s growth
• Lead mechanics of the merit cycle and all compensation adjustments, including salary, promotions, and equity
• Manage equity administration end-to-end — from grant operations to tracking and coordination with Finance and Legal
• Maintain compensation benchmarking using Radford, peer datasets, and real-time recruiting insights
• Partner with People leadership and the Qualitative HRBP on compensation decisions; advise managers on mechanics and data
• Lead headcount planning and contractor management in collaboration with Finance, Talent and Executives, including modeling, forecasting, and reconciliation against budgets
• Drive cross-functional collaboration to ensure hiring plans and people costs align with strategic priorities
• Own reporting and insights across headcount, retention, hiring trends, performance, and productivity
• Translate data into actionable insights that inform leadership decisions and people strategies
• Ensure high standards of data integrity across HRIS, dashboards, and workforce reports.
• Manage productivity and people analytics tools, including dashboards, HRIS extracts, and Complete.So administration
• Partner with People Ops and IT to maintain seamless data integration across systems
• Develop scalable reporting frameworks to track people metrics with accuracy and accessibility