HR Business Analyst

Welcome to the future of cloud networking and security! Cato Networks is the first company to converge enterprise networking and security into one centralized and global service that is delivered by cloud. It is led by networking and security pioneer Shlomo Kramer (Check Point, Imperva) and early investor (Palo Alto Networks, Exabeam, Trusteer and more). Cato’s unique technology inspired a brand-new product category, later named “SASE” by Gartner and a market expected to reach $28.5 billion by 2028. This is your opportunity to get on the rocket ship and join a company that is building a cutting-edge enterprise network and secure cloud platform, and is on a fast track to becoming the worldwide market leader – don’t miss it! We’re looking for a Business Analyst – HR / People Analytics to join our fast-growing Business Analytics team and focus on building scalable people and workforce analytics capabilities across the company. This role partners closely with People (HR), FPA, and Data teams to deliver insights on workforce trends, hiring effectiveness, headcount planning, and people-related financial impact. The role complements existing HR analytics capabilities by focusing on cross-functional, strategic, and company-level analytics , in addition to operational HR reporting. You’ll combine strong analytical skills, understanding of people data, and business storytelling to help leadership make informed decisions about workforce planning, organizational health, and cost management. Responsibilities Talent Recruitment Analytics Analyze recruitment funnel metrics including time-to-hire, time-to-fill, conversion rates, and hiring velocity. Support hiring plan tracking and capacity analysis in collaboration with HR and Finance. Work closely with the HR Ops supporting Greenhouse to align data definitions and reporting logic. Identify bottlenecks and improvement opportunities in the hiring process through data-driven analysis. People Workforce Analytics Analyze workforce trends including headcount evolution, attrition, retention, internal mobility, and tenure. Build reporting and insights around employee lifecycle metrics and organizational structure. Partner with HR to improve data quality, definitions, and consistency across people systems. Deliver actionable insights to People leadership and senior management on workforce health and risks. Headcount, Cost Financial Impact Analysis Partner with Finance and FPA to support headcount planning, forecasting, and scenario analysis. Analyze the financial impact of hiring plans, attrition, and organizational changes on operating expenses. Support workforce cost modeling, including payroll and people-related expenses. Help align people plans with budget targets and company-level financial objectives. Data Analytics Operations Use SQL and Snowflake to extract, structure, and analyze people-related data. Build end-to-end dashboards and reports using Tableau (preferred), from data modeling to visualization. Collaborate with Data / BI team to improve data pipelines, governance, and reporting infrastructure. Leverage automation and AI-driven tools where applicable to improve reporting efficiency and scalability. Cross-Functional Collaboration Communication Act as a trusted analytics partner to HR, Finance, and leadership stakeholders. Translate complex data into clear insights and business stories for executive audiences. Prepare presentations and analysis for leadership reviews, planning cycles, and strategic discussions. Contribute to the continuous improvement of people analytics frameworks and reporting standards across the company. Requirements 3+ years of experience as a Business Analyst, People Analyst, HR Analyst, or Data Analyst in a technology or SaaS environment. Strong understanding of people and HR metrics (headcount, attrition, retention, hiring funnel, workforce planning). Experience working with FPA on headcount or cost-rel ... (truncated, view full listing at source)