People Analytics Analyst, Deel

• 2-4 years of experience in data analysis, preferably in an HR or people analytics context
• Strong SQL proficiency against a cloud data warehouse (Snowflake strongly preferred)
• Experience with BI tools for dashboard development (Looker, Hex, or equivalent)
• Demonstrated experience owning data quality: not just identifying issues, but building processes that prevent them
• Strong communication skills, including the ability to explain data findings to non-technical HR stakeholders

Desirable

• Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you'll tackle complex challenges that impact millions of people's working lives
• With our momentum—backed by a $17.3 billion valuation and $1 B in Annual Recurring Revenue (ARR) in just over five years—you'll drive meaningful impact while building expertise that makes you a sought-after leader in the transformation of global work
• The People Analytics Analyst supports Deel's HR and business functions by ensuring the integrity of our workforce data, building the analytical infrastructure our team depends on, and delivering actionable insights that drive strategic people decisions
• This role is the connective tissue between our data engineering layer and the HR stakeholders who use our analytics to make decisions: someone who cares as much about whether the data is right as whether the dashboard looks good
• Data Quality & Governance:
• Own and evolve Deel's people data quality framework, including automated validation rules across our HRIS data, flagging and resolving data violations, and maintaining a clear record of data health over time
• Define, document, and standardize key people metrics (headcount, attrition, engagement, hiring volume) to ensure consistent definitions across all reporting platforms and tools
• Build and maintain a metric dictionary so every analyst and stakeholder works from the same source of truth
• Partner with data engineers to implement data quality tests and data validation that enforce data quality at the pipeline level, not just at the dashboard
• Proactively identify and resolve data discrepancies across HR systems (HRIS, ATS, payroll)
• Analytics & Reporting:
• Design and maintain people analytics dashboards in Looker and Hex, building both curated reports and self-service frameworks that reduce inbound data requests
• Analyze workforce trends (attrition, engagement, hiring funnel, org health, compensation) and translate findings into clear, decision-ready narratives for HRBPs and leadership
• Partner with external departments to understand data needs and deliver insights that directly inform people strategy
• Build and maintain documentation for all reporting processes, metric definitions, and data models
• Automation & Infrastructure:
• Identify repetitive analytical workflows and build automated pipelines that eliminate manual effort, such as scheduled reports, automated alerts, and triggered data refreshes
• Contribute to AI-powered analytics initiatives including automated data quality monitoring and workflow automation