People Analytics Specialist

Manychat is seeking a People Analytics Specialist to establish and drive People Analytics as a core decision-making engine. This individual contributor role involves owning the entire People Analytics lifecycle, from data foundations and metric definitions to dashboards, automated insights, forecasting, and leadership recommendations. The specialist will connect people data with business context to help leaders make faster, better decisions, moving beyond traditional HR reporting to explain why trends occur and what actions to take.

Must Have

• Establish People Analytics as a single source of truth across the employee lifecycle
• Design and own a clean, scalable people data model (unique identifiers, historical snapshots, consistent dimensions)
• Define what matters to measure, not just what’s easy to report and maintain a clear metric taxonomy and glossary
• Build and maintain a centralized, reliable People Analytics environment and single source of truth
• Design and own a unified people data model (single employee identifier, historical snapshots, consistent dimensions)
• Define metric logic, calculations, and a clear glossary of definitions to ensure consistency and trust
• Set data quality standards and monitoring (completeness, accuracy, freshness, consistency across systems)
• Apply descriptive, diagnostic, predictive, and prescriptive analytics depending on the question
• Connect multiple signals (e.g. engagement + performance + attrition) to explain why trends occur
• Build forecasting and scenario models for headcount, hiring demand, attrition risk, and people costs
• Translate insights into clear decision options, trade-offs, and expected impact, not just charts
• Turn dashboards into tools for early issue detection, trend analysis, and root-cause investigations
• Build forecasting models for headcount, attrition, hiring, and people costs
• Partner with People Leadership, Finance, and Talent teams to support strategic decisions with data
• Design, build, and maintain People dashboards that leaders actually use, including: Company headcount and workforce composition, growth, attrition, tenure, engagement, etc.; Total Rewards and people cost analytics; Recruitment and talent acquisition metrics; Employer Brand performance; PeopleOps metrics
• Enable drill-downs from company level to hubs, functions, teams, and other key dimensions
• Ensure dashboards are fast, intuitive, and easy to navigate for leadership and People teams
• Own data pipelines and integrations from key systems (HRIS, ATS, surveys, compensation, employer brand sources)
• Ensure automated, reliable data syncs and high data quality and integrity
• Define and monitor data quality metrics (missing data, outdated records, inconsistencies across systems)
• Implement automated insights and alerts for critical indicators (e.g., attrition spikes, engagement drops, hiring anomalies, ER case spikes), surfaced in dashboards and where possible via Slack/email
• Design and maintain role-based access control and data visibility rules
• Ensure sensitive people data is handled responsibly and in line with local regulations
• Ability to make numbers tell a story
• Strong experience in People Analytics, BI, or Workforce Analytics in a tech or scale-up environment
• Hands-on experience building data models, dashboards, and analytics solutions end-to-end
• Solid understanding of core people domains: headcount, attrition, compensation, engagement, recruitment, employer brand
• Experience working with HR systems (HRIS, ATS, survey tools, compensation platforms)
• Strong analytical and problem-solving skills, with the ability to translate data into clear insights and narratives
• Ability to work closely with senior stakeholders and explain complex data in a simple way
• Product mindset: you care about usability, adoption, and impact not just numbers

Good to Have

• Additional languages

Perks & Benefits

• Annual professional development reimbursement for conference tickets, online courses, and other relevant resources to help you grow
• Comprehensive medical, dental, and vision coverage for you and your dependents
• Hybrid work and generous leave options to prioritize your work-life balance
• In-office perks, including free meals and snacks
• Company-funded sport activities, annual offsites and team-building events

WHO WE ARE 🌍

is a leading Chat Marketing platform. We help businesses engage with their customers on Instagram, Facebook Messenger, WhatsApp, and Telegram.

Trusted by over 1 million brands in 170+ countries, we're an official Meta Business Partner, backed by top investors, including Bessemer Venture Partners.

With 230+ teammates across international offices in Austin, Barcelona, Yerevan, São Paulo, and Amsterdam — helps businesses across the globe improve their ROI and grow faster.

WHO WE'RE LOOKING FOR 🌟

We’re looking for a People Analytics Specialist to build People Analytics as a core decision-making engine at . This is a hands-on individual contributor role with high impact and visibility. You will own People Analytics end-to-end from data foundations and metric definitions to dashboards, automated insights, forecasting, and leadership-ready recommendations. You get excited by going deep, execute independently, and influence through insight. This role goes beyond traditional “HR reporting.” You’ll connect people data with business context (e.g., Finance, Talent, People Ops) to help leaders make faster, better decisions and to move the org from “what happened” to why it happened, what will happen next, and what to do about it.

WHAT YOU’LL DO 🚀

Build the People Analytics Foundations

• Establish People Analytics as a single source of truth across the employee lifecycle.
• Design and own a clean, scalable people data model (unique identifiers, historical snapshots, consistent dimensions).
• Define what matters to measure, not just what’s easy to report and maintain a clear metric taxonomy and glossary.
• Build and maintain a centralized, reliable People Analytics environment and single source of truth.
• Design and own a unified people data model (single employee identifier, historical snapshots, consistent dimensions).
• Define metric logic, calculations, and a clear glossary of definitions to ensure consistency and trust.
• Set data quality standards and monitoring (completeness, accuracy, freshness, consistency across systems)

Move from Reporting → Insight → Action

• Apply descriptive, diagnostic, predictive, and prescriptive analytics depending on the question.
• Connect multiple signals (e.g. engagement + performance + attrition) to explain why trends occur.
• Build forecasting and scenario models for headcount, hiring demand, attrition risk, and people costs.
• Translate insights into clear decision options, trade-offs, and expected impact, not just charts.
• Turn dashboards into tools for early issue detection, trend analysis, and root-cause investigations.
• Build forecasting models for headcount, attrition, hiring, and people costs.
• Partner with People Leadership, Finance, and Talent teams to support strategic decisions with data.

Dashboards & Insights

• Design, build, and maintain People dashboards that leaders actually use, including:
• Company headcount and workforce composition, growth, attrition, tenure, engagement, etc.
• Total Rewards and people cost analytics
• Recruitment and talent acquisition metrics
• Employer Brand performance
• PeopleOps metrics
• Enable drill-downs from company level to hubs, functions, teams, and other key dimensions.
• Ensure dashboards are fast, intuitive, and easy to navigate for leadership and People teams.

Data Pipelines & Tooling

• Own data pipelines and integrations from key systems (HRIS, ATS, surveys, compensation, employer brand sources).
• Ensure automated, reliable data syncs and high data quality and integrity.
• Define and monitor data quality metrics (missing data, outdated records, inconsistencies across systems).
• Implement automated insights and alerts for critical indicators (e.g., attrition spikes, engagement drops, hiring anomalies, ER case spikes), surfaced in dashboards and where possible via Slack/email

Access, Privacy & Compliance

• Design and maintain role-based access control and data visibility rules.
• Ensure sensitive people data is handled responsibly and in line with local regulations.

TO SHINE IN THIS ROLE 💥

You’ll need:

• Ability to make numbers tell a story.
• Strong experience in People Analytics, BI, or Workforce Analytics in a tech or scale-up environment.
• Hands-on experience building data models, dashboards, and analytics solutions end-to-end.
• Solid understanding of core people domains: headcount, attrition, compensation, engagement, recruitment, employer brand.
• Experience working with HR systems (HRIS, ATS, survey tools, compensation platforms).
• Strong analytical and problem-solving skills, with the ability to translate data into clear insights and narratives.
• Ability to work closely with senior stakeholders and explain complex data in a simple way.
• Product mindset: you care about usability, adoption, and impact not just numbers.
• Fluent English; additional languages are a plus.

WHAT WE OFFER 🤗

We care deeply about your growth, well-being, and comfort:

• 📚 Annual professional development reimbursement for conference tickets, online courses, and other relevant resources to help you grow.
• 💙Comprehensive medical, dental, and vision coverage for you and your dependents.
• 🪴 Hybrid work and generous leave options to prioritize your work-life balance.
• 🍽️ In-office perks, including free meals and snacks.
• 🤝 Company-funded sport activities, annual offsites and team-building events.

is an Equal Opportunity Employer. We’re committed to building a diverse and inclusive team. We do not discriminate against qualified employees or applicants because of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other characteristic protected by local law or ordinance.

This commitment is also reflected through our candidate experience. If you have individual needs that may require an accommodation during the interview process, please indicate this in your application. We will do our best to provide assistance throughout your interview process to ensure you’re set up for success.

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