People Data Specialist

True Anomaly•Denver, CO

10d•Hybrid

About The Position

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.

Requirements

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.

Nice To Haves

Experience with Python or R for analysis and automation.
Familiarity with HR tech integrations and data pipelines (e.g., Power Automate).
Background in survey design, I/O psychology, or organizational effectiveness.

Responsibilities

Partner with People Business Partners: 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.
Own People Data Integrity: 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.
Build Reporting & Dashboards: Design and maintain core People dashboards covering headcount, attrition, DEI metrics, compensation, and engagement.
Automate recurring reports so P BPs 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 P BPs and managers to answer their own questions.
Drive Analytics & Insight: 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.