Senior Lead, People Analytics

Own the data engineering backbone of our People Analytics Platform: pipelines, data modeling, and orchestration, so the rest of the team's dashboards and analyses sit on governed, reliable data.

Build and maintain the semantic/metric layer as the single source of truth, ensuring definitions are consistent across every dashboard and report.

Support the build-out of our AI and agentic layer: from an internal AI co-pilot to embedding LLM-assisted workflows into the HR team's day-to-day analysis and reporting.

Partner closely with our data scientist to strengthen our statistical and predictive modeling bench applying regression, clustering, and causal inference techniques to separate correlation from real impact.

Develop and deliver insightful dashboards, reports, and analyses on the full employee lifecycle and key HR metrics, including headcount, talent acquisition, employee engagement, and attrition.

Act as a technical subject matter expert for People Analytics, providing guidance and support to HR and business leaders.

You'll join a small, high-caliber People Analytics team at On. You'll build and maintain the platform the team's Data Science and HRIS expertise runs on. You won't be receiving a playbook, you'll be helping write it, so an entrepreneurial spirit is key. Working closely with world-class HR leadership and business stakeholders to build a cutting-edge analytics capability.

You bring 7+ years of experience in People Analytics or a related data science field, with a deep understanding of HR data and metrics.

You have strong data engineering skills: building and maintaining pipelines, data models, and a governed semantic layer using tools such as Snowflake, Databricks, One Model, or BigQuery.

You have strong technical skills in R, Python, SQL, and Excel for data analysis and modeling, plus a modern BI tool (Looker, Power BI, or similar).

You possess a strong, hands-on understanding of statistical analysis and modeling techniques (regression, clustering) and ideally causal inference methods that go beyond correlation.

Prior familiarity with HRIS platforms (e.g., Workday, SAP HR, SuccessFactors, Oracle HCM) and their reporting modules (e.g. Prism,...) is a strong plus, though not a strict requirement.

You are genuinely energized by AI: comfortable or willing to learn building agentic workflows and AI-assisted tooling, not just prompting for one-off answers.