Director, People Analytics – Insights

Job not on LinkedIn

🔥 11 minutes ago

🇺🇸 United States – Remote

💵 $74.3k - $115k / year

⏰ Full Time

🔴 Lead

👥 People Operations

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Teach For America

WebsiteLinkedInAll Job Openings

1001 - 5000 employees

Founded 1990

📚 Education

🤝 Non-profit

🌍 Social Impact

💰 $3.7M Grant on 2017-11

Education • Non-profit • Social Impact

Teach For America is an education-focused organization dedicated to ensuring that every young person receives a relevant, engaging education and has the opportunity to choose their own future. Through its teacher corps, Ignite Fellowship, and alumni programs, it builds transformational relationships between students and educators, fostering leadership and social change. TFA aims to impact students in under-resourced communities by recruiting and training teachers, prioritizing diversity, and tackling educational inequities.

📋 Description

• Lead Teach For America’s people analytics strategy and roadmap • Establish measures for workforce trends, staff experience, engagement, performance, retention, representation, mobility, and organizational health • Partner with People Team leaders and stakeholders to identify talent questions and translate findings into recommendations • Establish intake and prioritization for analytics requests • Analyze workforce data and synthesize findings into recommendations for leaders and executives • Design, administer, and analyze staff surveys and employee-lifecycle listening methods • Partner with People Team, Technology & Data, Finance, and business leaders on workforce planning, talent investments, performance, and retention • Develop scalable dashboards, reporting tools, and analytics solutions • Establish data governance practices for accurate, accessible, ethical People data • Assess data sources, systems, and reporting practices and recommend infrastructure improvements • Build data fluency through tools, resources, and guidance • Translate technical findings into visualizations, summaries, presentations, and recommendations • Develop narratives and presentations explaining staff experience data • Evaluate emerging practices in people analytics, staff listening, AI, and automation for responsible application

🎯 Requirements

• 4+ years of progressive experience in data analytics, people analytics, workforce analytics, business intelligence, or a related field • Bachelor’s Degree or an equivalent combination of education and relevant professional experience • Experience developing or implementing people analytics strategies, operating practices, or organizational reporting solutions • Experience analyzing workforce or staff data and translating findings into actionable recommendations • Experience designing, administering, and analyzing staff surveys or organizational research • Experience developing reports and dashboards using Power BI, Tableau, or similar business intelligence tools • Proficiency with SQL, including querying and combining relational or analytical data models • Advanced proficiency with Microsoft Excel and PowerPoint • Strong analytical, project management, written communication, and verbal communication skills • Ability to integrate multiple data sources, identify patterns, test assumptions, and distinguish evidence from interpretation • Strong systems thinking across the employee lifecycle • Demonstrated commitment to equity and analyzing talent practices across demographic groups and organizational contexts • Preferred: Experience with People Analytics or HR data within a People/HR function • Preferred: Experience with Workday or another HRIS reporting tool • Preferred: Experience with Culture Amp or similar staff-listening platforms • Preferred: Experience establishing data governance, metric frameworks, data quality standards, and operational practices • Preferred: Experience using AI-enabled tools and automation with appropriate safeguards

🏖️ Benefits

• Remote/Home Office work arrangement • Full-time employment • Equal employment opportunities • Eligibility for salary ranges based on U.S. work location and cost-of-labor tier