People Scientist Lead - People Analytics

USAA•San Antonio, TX

1d•Hybrid

About The Position

This People Scientist Lead role sits within People Analytics in the HR Operations department of Human Resources and serves as the team's research scientist, bringing I/O psychology expertise in research design, causal inference, linkage research, and psychometrics to answer the organization's most important questions about its people. The role involves applying advanced analytical and employee research methodologies to address complex, cross-functional workforce and employee experience challenges. The lead will design and execute large-scale analytics initiatives, uncover systemic patterns, and translate business challenges into structured analytical frameworks. The position requires a commitment to responsible AI usage and mentoring team members on analytical standards.

Requirements

Bachelor's Degree; OR 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree.
8 years of progressive experience in data analytics, HR/people analytics, workforce research, or related discipline.
6+ years applying I/O psychology and people analytics in a large complex organization (Fortune 500 or equivalent scale).
Conducting linkage research that connects employee survey, sentiment, and talent data to business outcomes.
Partnering with survey or employee listening teams as an analytics consultant.
Advanced expertise applying quantitative, qualitative, and mixed-method approaches to complex, cross functional challenges.
Demonstrated ability to lead large-scale analyses from problem definition through insight delivery.
Advanced proficiency with analytical tools such as SQL, Excel, and BI/visualization tools (e.g., Tableau, Power BI).
Advanced proficiency in at least one data analysis and statistical applications or programming language like R, Python.
Proven ability to synthesize complex data into executive-ready insights and narratives.
Experience influencing stakeholders across HR and business functions.

Nice To Haves

Designing and leading experimental and quasi-experimental studies (e.g., propensity score matching, regression discontinuity, interrupted time series, DAGs).
Leading program evaluations from design through impact and ROI, and translating results into executive recommendations.
Demonstrated ability to proactively lead a research agenda.
Presenting complex research to senior leaders in clear, decision-focused terms.
Experience mentoring and developing other analysts in advanced methods.
Contributions to the field (e.g., SIOP or academic presentations, peer-reviewed publications).

Responsibilities

Leads end-to-end execution of complex, cross-functional analyses addressing association workforce and employee experience challenges.
Synthesizes multi-source people data to uncover systemic patterns, predictive indicators, and root causes.
Designs advanced analytical approaches such as diagnostic analysis, segmentation, predictive modeling, and mixed-method research for association level insight needs.
Translates broad, ambiguous business problems into structured analytical frameworks, hypotheses, and plans that guide high-impact analysis.
Delivers clear, executive-ready insights and recommendations that inform strategic talent and workforce decisions.
Partners with HR COEs, HRBPs and cross-functional leaders to define analytical needs and ensure insights drive action.
Establishes and reinforces analytical standards, methods, and quality controls to ensure rigor, consistency, and reliability across analyses.
Identifies and leads improvements to analytical tools, data sources, and processes to elevate insight quality and operational efficiency.
Mentors and guides peers and team members to strengthen analytical capability and data storytelling across the team.
Lead the exploration, implementation, and ethical deployment of AI/GenAI across the people analytics function.
Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.