People Analytics Specialist

WHO WE ARE 🌍 We help creators get more out of every conversation with Instagram-focused automations and support for other channels like Messenger, WhatsApp, and TikTok. The result? Better engagement, more sales, and real, sustainable growth. With a diverse team of 350+ people spread across three continents, we’re building the leading Chat Marketing platform that is used — and loved — by more than 1.5 million customers worldwide. WHO WE'RE LOOKING FOR 🌟 We’re looking for a People Analytics Specialist to build People Analytics as a core decision-making engine at Manychat. 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 ... (truncated, view full listing at source)