Senior Analyst, People Analytics

Flagship Pioneering, Inc.•Cambridge, MA

7h•Hybrid

About The Position

Flagship Pioneering is a bioplatform innovation company that invents and builds platform companies that change the world. We bring together the greatest scientific minds with entrepreneurial company builders and assemble the capital to allow them to take courageous leaps. Those big leaps in human health and sustainability exponentially accelerate scientific progress in areas ranging from cancer detection and treatment to nature-positive agriculture. What sets Flagship apart is our ability to advance biotechnology by uniting life science innovation, company creation, and capital investment under one roof in a way that is largely without precedent. Our scientific founders, entrepreneurial leaders, and professional capital managers are each aligned around an institutionalized process that enables us to innovate and transform for the benefit of people and planet. Many of the companies Flagship has founded have addressed humanity’s most urgent challenges: vaccinating billions of people against COVID-19, curing intractable diseases, improving human health, preempting illness, and feeding the world by improving the resiliency and sustainability of agriculture. Flagship has been recognized twice on FORTUNE’s “Change the World” list, an annual ranking of companies that have made a positive social and environmental impact through activities that are part of their core business strategies, and has been twice named to Fast Company’s annual list of the World’s Most Innovative Companies. The Senior Analyst, People Analytics will sit within the HR Operations and Analytics team and partner closely with HR and Systems/IT to improve the accuracy, consistency, and usability of people data across recruiting and the employee lifecycle. This is a hybrid role that combines data integrity work, recurring audits, process and systems improvement, operational reporting, dashboard support, and deck-buildingfor HR and leadership stakeholders. This role is well-suited for someone who is highly detail-oriented, operationally minded, and energized by making people data and processes more reliable, scalable, and useful. The ideal candidate is comfortable working across systems, spreadsheets, reporting outputs, and process documentation, and can move fluidly between investigating issues, improving workflows, and delivering polished reporting materials.

Requirements

Bachelor’s degree and relevant experience in people analytics, HR operations, HRIS, recruiting operations, business operations, or a related field.
Strong Excel skills and comfort working with large, detailed, and sensitive datasets.
Experience performing data audits, reconciliations, validation checks, and root-cause analysis.
Experience supporting recurring reporting, operational metrics, and/or leadership-ready presentation materials.
Strong attention to detail, organization, judgment, and follow-through.
Ability to handle confidential employee data with discretion and care.
Ability to work effectively across technical and non-technical teams and manage multiple priorities in a fast-moving environment.

Nice To Haves

Exposure to Python, SQL, relational databases, APIs, or related data workflows; interest in continuing to build technical skills over time.
Experience with HR and recruiting systems such as UKG, ADP, Greenhouse, or similar platforms.
Experience supporting systems testing, issue resolution, process documentation, or workflow improvement in partnership with technical teams.
Experience working with employee lifecycle, recruiting, or other people data.

Responsibilities

Lead recurring and ad hoc audits of employee and recruiting data across core people systems and workflows; identify discrepancies, investigate root causes, reconcile records, and help drive corrective action.
Partner with different areas of HR and IT to improve data quality, process design, system workflows, and reporting reliability across key people processes.
Support and help optimize operational workflows related to recruiting data audits, employee data integrity, internal mobility, HRIS data quality, and other cross-functional people processes.
Pull, clean, validate, and combine data from multiple sources to support recurring operational reporting, ad hoc analyses, and leadership requests.
Maintain and improve recurring dashboards, reports, and leadership-ready presentation materials that clearly translate people data and operational findings into actionable takeaways.
Support requirements gathering, testing, QA, and documentation for system updates, new workflows, integrations, and reporting changes.
Document audit logic, business rules, data definitions, and process steps to improve consistency, reduce manual errors, and strengthen operational rigor.
Identify opportunities to streamline manual work, improve controls, and make people reporting and operational processes more scalable over time.
Serve as a day-to-day partner on data, process, and systems questions for stakeholders Including HR and IT groups.