People Insights & Analytics Strategist, Kikoff

• 3-4 years in management consulting or HR in a fast-growth startup (scaling from 60-100+) and experience working in a data- or decision-heavy environment (e.g., consulting, analytics, business ops)
• Comfortable debating direction, making the case for or against initiatives, and operating without perfect inputs
• Experience executing performance and feedback cycles, and analyzing the results to iterate and improve the system
• High energy, high ownership, and a bias for clarity and forward motion
• Strong communicator (especially written); able to clearly articulate your POV to stakeholders at all levels
• Analytical and data-fluent — you can slice survey results or headcount data and turn it into something managers can act on
• If you thrive in ambiguity, bring strong opinions backed by evidence, and enjoy debating the why just as much as the how, you’ll succeed here
• This is a fast-paced, high-ownership role — ideal for someone who wants to have a strategic seat at the table while also building strong, scalable people operations from the ground up

Desirable

• At Kikoff, we're building a people-first culture that’s as data-driven and thoughtful as the product we ship
• As our second member of our growing People team, you’ll help scale core programs like performance reviews, employee feedback loops, and manager enablement — with analytical rigor, energy, and speed
• This role isn’t just about running processes — it’s about shaping how we operate as a company
• You’ll collect data, draw clear conclusions, and help drive decisions across the business
• You’ll partner closely with managers to enable them with clear tools, data-informed insights, and scalable guidance
• Run performance review cycles end-to-end (communications, systems, manager support), then analyze results to influence future iterations
• Own our employee listening processes — pulse surveys, skip-level feedback, stay interviews — and synthesize insights into clear, actionable trends
• Work cross-functionally with leadership to ensure people data is not just collected, but used
• Build and evolve manager tools and playbooks to support high-quality 1:1s, development conversations, and feedback loops
• Track feedback and manager effectiveness metrics to identify coaching or training needs
• Design and deliver lightweight enablement initiatives that actually get used
• Serve as a trusted partner to employees and managers on everyday people topics, providing guidance that balances policy, context, and judgment
• Identify and act on trends in employee friction points and questions — prioritize and build self-serve documentation to reduce future blockers or flashpoints
• Maintain clarity and accessibility around company policies, working closely with People Ops to iterate based on data and feedback
• Own and maintain accurate, scalable documentation of lifecycle processes (promotions, transitions, policies)
• Use data from help desk tickets and employee touchpoints to continuously improve clarity and reduce friction
• Craft crisp, thoughtful internal communications around performance, changes, and people programs
• Help make major people initiatives visible, well-understood, and aligned across the company
• You bring structure to ambiguity and draw actionable insights from messy data sets
• You raise the bar for how performance and feedback processes are experienced across the org
• You challenge assumptions with humility and influence outcomes through thoughtful perspectives grounded in quantitative and qualitative data
• You make it easier for employees and managers to get what they need, without having to ask twice