People Analytics Data Partner
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map sections accordingly.
We need to include only sections with real specific content. Avoid filler like "commensurate with experience". Pay details are present, so include Pay section. Benefits: "How We’ll Take Care Of You" includes total rewards, health & wellness, inclusive culture. That's benefits. So include Benefits section.
Responsibilities: "What Your Responsibilities Will Be" -> Responsibilities.
Requirements/Qualifications/Skills: The posting has "What You’ll Need To Be Successful" with Minimum Qualifications and Preferred Qualifications. We could split into Requirements (minimum) and Preferred Qualifications maybe as Skills? But instruction: use headings like Requirements, Qualifications, Skills. We could combine Minimum Qualifications as Requirements, Preferred Qualifications as Skills or Qualifications. Let's decide: Requirements = Minimum Qualifications. Qualifications = Preferred Qualifications? Or Skills = technical skills? Might be better: Requirements = Minimum Qualifications, Qualifications = Preferred Qualifications, Skills = maybe not needed. But we can include Skills if we have specific skill list: SQL, Excel, Tableau/Power BI, AI tools, etc. Those are in Minimum Qualifications. Could put them under Skills. However we must not repeat content. We need to preserve all substantive info. Could structure:
About the role
(intro paragraph from "What You'll Do").
Responsibilities
(list from "What Your Responsibilities Will Be").
Requirements
(Minimum Qualifications bullet list).
Qualifications
(Preferred Qualifications bullet list).
Skills
maybe not needed; but we could include technical skills extracted? Might be redundant. Better to omit Skills if no distinct content.
Pay
(pay range details).
Benefits
(How We’ll Take Care Of You).
We should not include Schedule (not present). Avoid boilerplate like EEO, equal opportunity, scam warning, navigation, cookie, legal. Remove "How We’ll Take Care Of You" includes total rewards etc. Keep that.
We need to use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep the specifics: e.g., in responsibilities list: "Partner directly with Talent Acquisition leaders, People Business Partners, and functional business leaders to understand talent priorities, diagnose business problems, and deliver high-impact workforce analytics." etc. We need to break into list items.
Similarly for requirements: list each bullet.
We need to ensure we don't include filler like "commensurate with experience". Not present.
We need to exclude duplicated lines, application instructions, etc.
Let's extract content.
First, intro: "What You'll Do Avalara makes tax compliance faster, easier, more accurate, and more reliable for 30,000+ business and government customers in over 90 countries. Tax compliance is complex, and Avalara’s mission is to be part of every transaction in the world by delivering cloud-based solutions that automate and simplify indirect tax management. At Avalara, our people are our greatest differentiator. The People & Culture (P&C) team is dedicated to building an exceptional, high-performing, and inclusive workplace where every Avalarian can grow and do their best work. As a People Analytics Partner, you will serve as a strategic data consultant and trusted advisor to leaders across the People & Culture organization. You will translate complex workforce questions into structured analyses, actionable insights, and executive narratives that influence hiring strategy, workforce planning, talent retention, and organizational health. While this role partners across all P&C Centers of Excellence (including Total Rewards, Talent Development, Diversity, Equity & Inclusion, and HR Operations), your primary focus will be serving as the dedicated analytics partner to Talent Acquisition (TA) and People Business Partners (PBPs). You will analyze end-to-end talent acquisition funnels, headcount movement, and talent pipeline health to uncover trends, optimize recruiting efficiency and quality, and empower business leaders with data-driven decision-making. If you thrive in translating ambiguity into structured insights, approaching employee experience with a product mindset, and leveraging modern analytics and AI tools to maximize impact, this role is for you."
We'll put that in
under About the role.
Responsibilities section: The heading "What Your Responsibilities Will Be" then paragraphs:
"Strategic Business Partnering & Insight Delivery Partner directly with Talent Acquisition leaders, People Business Partners, and functional business leaders to understand talent priorities, diagnose business problems, and deliver high-impact workforce analytics.Provide priority analytical support to Talent Acquisition, monitoring full-funnel recruiting metrics (sourcing effectiveness, time-to-fill/hire, pass-through conversion rates, candidate experience, hiring quality, and recruiter capacity).Partner closely with PBPs to provide holistic talent insights across the employee lifecycle, connecting hiring trends to retention, turnover drivers, promotion velocity, performance, and organizational design.Collaborate with other P&C Centers of Excellence (Total Rewards, Talent Development, DE&I, HR Operations) to ensure cohesive, cross-functional people insights and strategic alignment.Translate ambiguous questions and anecdotal feedback into rigorous, structured hypotheses, investigative analyses, and clear business narratives."
Then "Data Analysis & Storytelling Query, manipulate, and analyze complex People and recruiting datasets using SQL, BI visualization tools (e.g., Tableau, Power BI), and statistical methods.Conduct deep dive data analyses to uncover the root causes ("the why") behind performance shifts, hiring bottlenecks, attrition trends and other areas across the employee lifecycle.Design and deliver compelling data stories, executive presentations, and self-service dashboards tailored for diverse audiences, ranging from operational teams to executive leadership."
Then "Data Governance, Standardization & Product Thinking Champion high standards for data integrity, governance, and consistency across all People and Talent data sources (ATS, HRIS, CRM, engagement platforms).Standardize core metrics, calculations, and definitions to maintain a single source of truth across P&C reporting and analytics toolkits.Treat analytics and employee experience as a product and apply design thinking, iterative feedback loops, user journeys, and agile enablement to ensure tools and insights are widely adopted and drive action.Champion the use of modern AI tools in the daily flow of work to accelerate research, data synthesis, query optimization, and insight generation."
We need to split into list items. Each sentence could be a list item. But we need to preserve all detail; we can break into logical bullet points.
Let's create list items:
- Partner directly with Talent Acquisition leaders, People Business Partners, and functional business leaders to understand talent priorities, diagnose business problems, and deliver high-impact workforce analytics.
- Provide priority analytical support to Talent Acquisition, monitoring full-funnel recruiting metrics (sourcing effectiveness, time-to-fill/hire, pass-through conversion rates, candidate experience, hiring quality, and recruiter capacity).
- Partner closely with People Business Partners (PBPs) to provide holistic talent insights across the employee lifecycle, connecting hiring trends to retention, turnover drivers, promotion velocity, performance, and organizational design.
- Collaborate with other P&C Centers of Excellence (Total Rewards, Talent Development, Diversity, Equity & Inclusion, and HR Operations) to ensure cohesive, cross-functional people insights and strategic alignment.
- Translate ambiguous questions and anecdotal feedback into rigorous, structured hypotheses, investigative analyses, and clear business narratives.
- Query, manipulate, and analyze complex People and recruiting datasets using SQL, BI visualization tools (e.g., Tableau, Power BI), and statistical methods.
- Conduct deep dive data analyses to uncover the root causes ("the why") behind performance shifts, hiring bottlenecks, attrition trends and other areas across the employee lifecycle.
- Design and deliver compelling data stories, executive presentations, and self-service dashboards tailored for diverse audiences, ranging from operational teams to executive leadership.
- Champion high standards for data integrity, governance, and consistency across all People and Talent data sources (ATS, HRIS, CRM, engagement platforms).
- Standardize core metrics, calculations, and definitions to maintain a single source of truth across P&C reporting and analytics toolkits.
- Treat analytics and employee experience as a product and apply design thinking, iterative feedback loops, user journeys, and agile enablement to ensure tools and insights are widely adopted and drive action.
- Champion the use of modern AI tools in the daily flow of work to accelerate research, data synthesis, query optimization, and insight generation.
That covers all.
Now Requirements (Minimum Qualifications):
"Bachelor’s degree in a quantitative or analytical discipline (e.g., Industrial/Organizational Psychology, Statistics, Mathematics, Data Science, Economics, Business Analytics, Engineering) or equivalent practical experience.
3+ years of experience in an HR-focused, stakeholder-facing People Analytics or Business Analytics role.
At least 1+ years of dedicated experience analyzing Talent Acquisition / Recruiting data, pipelines, and hiring metrics.
Fluency in SQL and advanced Excel/Google Sheets for complex data extraction, manipulation, and modeling.
Proficiency with modern BI and data visualization platforms (e.g., Tableau, Power BI, Visier, or Looker).
Proven track record of end-to-end analytical project delivery: framing business questions, defining metrics, analyzing data, synthesizing findings, and delivering executive-ready presentations.
Experience leveraging modern AI productivity tools (e.g., LLMs, AI assistants) in the analytical workflow to enhance efficiency and insight discovery."
We'll list each as
- .
Now Qualifications (Preferred Qualifications):
"Experience with programming languages for statistical analysis or automation (e.g., Python, R).
Experience working with enterprise HRIS and ATS ecosystems (e.g., Workday, Greenhouse, Lever, Phenom, or similar).
Demonstrated experience applying product management and design thinking frameworks (roadmapping, user persona development, iterative prototyping) to HR solutions.
Strong familiarity with workforce planning, attrition modeling, talent supply/demand modeling, and diversity analytics.
Exceptional communication, stakeholder management, and consulting skills with the ability to influence cross-functional teams and senior leaders."
List each.
Now Pay section: The posting includes "Pay Range Details The base pay range(s) below are provided in compliance with state specific laws. Pay ranges may be different in other locations. Colorado $136,400-$225,000 [annually] Washington $136,400-$248,600 [annually] California $136,400-$272,500 [annually] NYC $150,800-$272,500 [annually] The pay range above is the general base pay range for a successful candidate in the state listed. The successful candidate’s actual salary/wage may be based on various factors, such as geographic location, candidate experience and qualifications, as well as market and business considerations. This role is eligible for an annual bonus based on individual and company performance, depending on the terms of the applicable plan and the employee’s role."
We need to preserve all that. We'll put in
maybe with bullet list for each location? Could be a
with each location as - . But instruction: use
- for any list of duties/requirements/benefits. Pay is not a list of duties/requirements/benefits, but could be considered a list. Safer to use
for prose, but we have multiple lines. Could embed
for prose. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep the specifics: e.g., in responsibilities list: "Partner directly with Talent Acquisition leaders, People Business Partners, and functional business leaders to understand talent priorities, diagnose business problems, and deliver high-impact workforce analytics." etc. We need to break into list items. Similarly for requirements: list each bullet. We need to ensure we don't include filler like "commensurate with experience". Not present. We need to exclude duplicated lines, application instructions, etc. Let's extract content. First, intro: "What You'll Do Avalara makes tax compliance faster, easier, more accurate, and more reliable for 30,000+ business and government customers in over 90 countries. Tax compliance is complex, and Avalara’s mission is to be part of every transaction in the world by delivering cloud-based solutions that automate and simplify indirect tax management. At Avalara, our people are our greatest differentiator. The People & Culture (P&C) team is dedicated to building an exceptional, high-performing, and inclusive workplace where every Avalarian can grow and do their best work. As a People Analytics Partner, you will serve as a strategic data consultant and trusted advisor to leaders across the People & Culture organization. You will translate complex workforce questions into structured analyses, actionable insights, and executive narratives that influence hiring strategy, workforce planning, talent retention, and organizational health. While this role partners across all P&C Centers of Excellence (including Total Rewards, Talent Development, Diversity, Equity & Inclusion, and HR Operations), your primary focus will be serving as the dedicated analytics partner to Talent Acquisition (TA) and People Business Partners (PBPs). You will analyze end-to-end talent acquisition funnels, headcount movement, and talent pipeline health to uncover trends, optimize recruiting efficiency and quality, and empower business leaders with data-driven decision-making. If you thrive in translating ambiguity into structured insights, approaching employee experience with a product mindset, and leveraging modern analytics and AI tools to maximize impact, this role is for you." We'll put that in
under About the role. Responsibilities section: The heading "What Your Responsibilities Will Be" then paragraphs: "Strategic Business Partnering & Insight Delivery Partner directly with Talent Acquisition leaders, People Business Partners, and functional business leaders to understand talent priorities, diagnose business problems, and deliver high-impact workforce analytics.Provide priority analytical support to Talent Acquisition, monitoring full-funnel recruiting metrics (sourcing effectiveness, time-to-fill/hire, pass-through conversion rates, candidate experience, hiring quality, and recruiter capacity).Partner closely with PBPs to provide holistic talent insights across the employee lifecycle, connecting hiring trends to retention, turnover drivers, promotion velocity, performance, and organizational design.Collaborate with other P&C Centers of Excellence (Total Rewards, Talent Development, DE&I, HR Operations) to ensure cohesive, cross-functional people insights and strategic alignment.Translate ambiguous questions and anecdotal feedback into rigorous, structured hypotheses, investigative analyses, and clear business narratives." Then "Data Analysis & Storytelling Query, manipulate, and analyze complex People and recruiting datasets using SQL, BI visualization tools (e.g., Tableau, Power BI), and statistical methods.Conduct deep dive data analyses to uncover the root causes ("the why") behind performance shifts, hiring bottlenecks, attrition trends and other areas across the employee lifecycle.Design and deliver compelling data stories, executive presentations, and self-service dashboards tailored for diverse audiences, ranging from operational teams to executive leadership." Then "Data Governance, Standardization & Product Thinking Champion high standards for data integrity, governance, and consistency across all People and Talent data sources (ATS, HRIS, CRM, engagement platforms).Standardize core metrics, calculations, and definitions to maintain a single source of truth across P&C reporting and analytics toolkits.Treat analytics and employee experience as a product and apply design thinking, iterative feedback loops, user journeys, and agile enablement to ensure tools and insights are widely adopted and drive action.Champion the use of modern AI tools in the daily flow of work to accelerate research, data synthesis, query optimization, and insight generation." We need to split into list items. Each sentence could be a list item. But we need to preserve all detail; we can break into logical bullet points. Let's create list items: - Partner directly with Talent Acquisition leaders, People Business Partners, and functional business leaders to understand talent priorities, diagnose business problems, and deliver high-impact workforce analytics. - Provide priority analytical support to Talent Acquisition, monitoring full-funnel recruiting metrics (sourcing effectiveness, time-to-fill/hire, pass-through conversion rates, candidate experience, hiring quality, and recruiter capacity). - Partner closely with People Business Partners (PBPs) to provide holistic talent insights across the employee lifecycle, connecting hiring trends to retention, turnover drivers, promotion velocity, performance, and organizational design. - Collaborate with other P&C Centers of Excellence (Total Rewards, Talent Development, Diversity, Equity & Inclusion, and HR Operations) to ensure cohesive, cross-functional people insights and strategic alignment. - Translate ambiguous questions and anecdotal feedback into rigorous, structured hypotheses, investigative analyses, and clear business narratives. - Query, manipulate, and analyze complex People and recruiting datasets using SQL, BI visualization tools (e.g., Tableau, Power BI), and statistical methods. - Conduct deep dive data analyses to uncover the root causes ("the why") behind performance shifts, hiring bottlenecks, attrition trends and other areas across the employee lifecycle. - Design and deliver compelling data stories, executive presentations, and self-service dashboards tailored for diverse audiences, ranging from operational teams to executive leadership. - Champion high standards for data integrity, governance, and consistency across all People and Talent data sources (ATS, HRIS, CRM, engagement platforms). - Standardize core metrics, calculations, and definitions to maintain a single source of truth across P&C reporting and analytics toolkits. - Treat analytics and employee experience as a product and apply design thinking, iterative feedback loops, user journeys, and agile enablement to ensure tools and insights are widely adopted and drive action. - Champion the use of modern AI tools in the daily flow of work to accelerate research, data synthesis, query optimization, and insight generation. That covers all. Now Requirements (Minimum Qualifications): "Bachelor’s degree in a quantitative or analytical discipline (e.g., Industrial/Organizational Psychology, Statistics, Mathematics, Data Science, Economics, Business Analytics, Engineering) or equivalent practical experience. 3+ years of experience in an HR-focused, stakeholder-facing People Analytics or Business Analytics role. At least 1+ years of dedicated experience analyzing Talent Acquisition / Recruiting data, pipelines, and hiring metrics. Fluency in SQL and advanced Excel/Google Sheets for complex data extraction, manipulation, and modeling. Proficiency with modern BI and data visualization platforms (e.g., Tableau, Power BI, Visier, or Looker). Proven track record of end-to-end analytical project delivery: framing business questions, defining metrics, analyzing data, synthesizing findings, and delivering executive-ready presentations. Experience leveraging modern AI productivity tools (e.g., LLMs, AI assistants) in the analytical workflow to enhance efficiency and insight discovery." We'll list each as
maybe with bullet list for each location? Could be a
- with each location as
- . But instruction: use
- for any list of duties/requirements/benefits. Pay is not a list of duties/requirements/benefits, but could be considered a list. Safer to use
for prose, but we have multiple lines. Could embed
- for any list of duties/requirements/benefits. Pay is not a list of duties/requirements/benefits, but could be considered a list. Safer to use