Develop tools, automations, templates, frameworks, and scalable solutions that improve the connection between compensation, performance, attrition, hiring, and staffing
Support strategic initiatives such as people analytics, workforce planning, pay equity, compensation cycles, STIP, LTIP, pay transparency readiness, and organizational redesign
Translate ambiguous business questions into structured analyses, models, and decision frameworks
Identify repetitive or low-value work and redesign it using AI-enabled solutions
Codify compensation philosophy, governance, and decision logic into scalable systems
Contribute to the evolution of Harriet, our internal AI assistant
Support budgeting, workforce modeling, and compensation forecasting activities
Partner closely with People Partners, Talent Management, People Operations, Payroll, and FP&A
Continuously challenge legacy processes that create friction, low leverage work, or poor employee experience

3–7 years of experience in an analytical, operational, consulting, project management, or transformation-oriented role
Experience in Compensation, Workforce Planning, People Analytics, FP&A, or HR Technology is valuable but not required
Active use of AI tooling to improve productivity, automate workflows, and rethink work
Strong analytical thinking combined with operational execution
Resourcefulness, proactivity, and comfort in ambiguity
Ability to connect systems, workflows, stakeholders, and business outcomes
Comfort working independently and building initiatives proactively
Understanding where human judgment matters and where automation should take over
Comfortable working with HR systems, spreadsheets, dashboards, and knowledge management tools

Total Rewards & Analytics Partner

Key skills