Strategy & Operations Analyst / Sr Analyst

Charlie Health•New York, NY

4h•$100,000 - $127,000•Hybrid

About The Position

Charlie Health is looking for a Strategy & Operations Sr Analyst / Associate to join our People team. This is not a traditional HR role — it's a strategy and operations job that happens to sit in People. You'll bring the analytical rigor and structured thinking of a finance or consulting background and apply it to one of the highest-leverage functions in the company: how we hire, develop, and retain the people who deliver care. You'll report directly to the Head of People Operations and work at the intersection of workforce planning, data infrastructure, and operational execution.

Requirements

1–3 years of experience in investment banking, management consulting, private equity, or a strategy & operations role at a high-growth company
Exceptional analytical skills — you're fluent in Excel/Google Sheets and comfortable building models from scratch; SQL or BI tool experience (Tableau, Looker, Power BI) is a strong plus
Strong project management instincts — you can run multiple workstreams simultaneously, hold stakeholders accountable, and deliver on time without being chased
Clear, concise communicator — able to package complex analysis into crisp slides and memos for senior audiences
Genuine curiosity about how AI and automation can improve the way teams operate — prior experience applying these tools in a work context is a plus, not a requirement
No prior HR experience required — but an interest in people strategy and the belief that a great workforce is a competitive advantage
Deep alignment with Charlie Health’s mission and a desire to contribute to meaningful work
Located within 45 minutes of NYC and able to work 4+ days/week in office

Responsibilities

Build and maintain the dashboards, models, and reporting infrastructure that give leadership a clear picture of headcount, attrition, hiring velocity, and workforce health. Turn raw HR data into insights that drive decisions.
Drive execution of key People team programs — from performance cycles and onboarding to engagement surveys and manager effectiveness initiatives. Take direct ownership of company retention programs (e.g., HiPo program, Analyst/Associate Council), including program design, operational infrastructure, and tracking and reporting on program effectiveness. Build the systems that make these programs run at scale.
Lead and coordinate cross-functional projects across People, Finance, and Operations. Build project plans, track milestones, align stakeholders, and surface blockers before they become problems.
Help bring the People team into the next era. Identify manual workflows ripe for automation, evaluate AI-powered HR tools, and build the analytics and data infrastructure to support a modern, insight-driven People function. This is a key part of the role — we want someone who sees technology as a force multiplier and proactively brings ideas to the table.
Partner with Finance and department heads on headcount tracking, headcount request intake, and compensation benchmarking. Own the models that keep our people budget accurate and our offers competitive.