Senior Associate - People Analytics

Clear Street•New York, NY

6h•$100,000 - $130,000•Hybrid

About The Position

Clear Street is building its People Analytics capability. Reporting to the Head of HR Operations and Workforce Analytics, the Senior People Analytics Analyst will serve as a strategic thought partner in shaping our People Analytics roadmap while leading the execution of foundational reporting and governance initiatives.

Requirements

6+ years in People Analytics, including experience building or significantly evolving HR reporting frameworks
Demonstrated ability to operate independently in ambiguous environments
Experience partnering with Engineering and Finance stakeholders
Experience in high-growth or financial services environments preferred
Strong SQL proficiency
Familiarity with data modeling concepts and the ability to define scalable analytics requirements
Experience with modern BI/Visualization platforms (Tableau, Power BI, Looker, or Sigma)
Strong understanding of HR systems (HRIS, ATS, performance, compensation) and the nuances of people metrics (headcount reconciliation, retention rates).
Ability to translate business questions into structured data solutions
Strong executive communication and data storytelling skills
Ability to think long-term while delivering near-term solutions
Builder mentality — energized by greenfield opportunities
Systems thinker who anticipates scale and governance needs
Comfortable challenging assumptions and proposing better solutions

Nice To Haves

Experience in high-growth or financial services environments preferred
Note: We currently use Sigma but prioritize candidates who understand visualization best practices over specific tool proficiency

Responsibilities

Partner with Engineering to define the logic and requirements for a canonical HR data model
Translate business questions into clear metric definitions and structured data requirements, partnering with Engineering to operationalize
Validate data integrity, establish durable metric definitions and maintain the data dictionary to ensure long-term scalability
Define core workforce metrics (headcount, attrition, hiring, forecast, etc.)
Implement data governance practices across HR systems
Drive alignment on workforce metrics across HR, Finance, and executive reporting
Design and deliver foundational dashboards for headcount, recruiting, and workforce planning, ensuring clarity, usability, and executive readiness.
Support workforce forecasting in partnership with Finance
Deliver actionable insights to HR and senior leaders