Senior Workforce Intelligence Analyst
Crusoe · San Francisco, CA · 1 mo ago
On-siteManagementFull-time
We need to produce HTML fragment with sections: About the role, Responsibilities (maybe "What You'll Be Working On"), Requirements/Qualifications (maybe "What You'll Bring to the Team"), Benefits, Pay (Compensation Range). Use for each heading. Use
for each heading. Use - for any list of duties/requirements/benefits. Use
for prose. Do not repeat job title. Do not include Job ID etc. Remove boilerplate like EEO etc. Also remove navigation/legal etc. Must preserve all substantive info. Must not invent or summarize away detail. Must include a section only when posting has real specific content. Must not emit heading with filler placeholder.
We need to parse the posting.
Sections:
- About the Role: The paragraph after "About the Role:" up to maybe "What You'll Be Working On:" is description. Let's extract.
"About the Role: Building on our team's single, secure, enterprise-grade data platform, this role owns the last mile - building out an AI-powered self-service analytics suite so the People team can make data-driven decisions in the flow of their work. You will drive this adoption through a hybrid strategy. Enabling the People team on how to use our governed self-service suite with pre-packaged HR dashboards & insights built in Visier, as well as building their own content and analyses using Claude, connected to the same modeled data powering Visier. As a Senior IC, you will own Visier outright, set the self-serve analytics roadmap, and have real latitude in how it’s built out. You will partner directly with Talent Acquisition, Employee Success Partners, Total Rewards, People Operations, and senior members of the People Science team to understand their goals and build the metrics, context, and AI-ready documentation that lets them find their own answers without waiting on an analyst."
That's the About the Role content.
- What You'll Be Working On: This is responsibilities. It includes bullet-like paragraphs but not explicit bullet list. We need to convert to
- for any list of duties/requirements/benefits. The text includes multiple sentences each starting with a bold heading? Actually they have headings like "Own the Visier Platform", "Drive AI & Self-Service Analytics", "Partner & Enable the People Team". Under each there are sentences. We could treat each bold heading as a subsection? But instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we only have top-level sections. Within sections we can use
for prose, and
- for any list. The responsibilities section could be a list of duties. We can extract each duty as list items.
Let's parse "What You'll Be Working On:" content:
Own the Visier Platform
Serve as the technical and functional owner of Visier: configuration, metric definitions, security models, release management, and the primary POC for our vendor relationship.
Build and extend Visier content (metrics, boards, alerts) and expand into new data subjects as we onboard new systems.
Manage the integration between our data platform and Visier, partnering with Data Engineering on upstream models.
Own data quality: define the checks, triage failures, and drive fixes back to the source system rather than patching them downstream.
Drive AI & Self-Service Analytics
Ensure consistency so an AI-assisted answer and a Visier dashboard always align. Evaluate AI outputs critically and know what missing context caused a wrong answer.
Document data models, business logic, and known caveats. Treat context as a core deliverable to make the platform usable for both non-analysts and AI tools.
Experience designing access and aggregation rules for sensitive people data, including comp and performance.
Partner & Enable the People Team
Act as an embedded partner to TA, Total Rewards, People Ops, and Business Partners. Conduct discovery, synthesize findings, and communicate insights up to the executive level.
Move the function from ad hoc pulls to a durable reporting cadence built around meaningful organizational health and talent delivery insights
Build and run enablement (training, office hours, documentation) to raise the data literacy of the HR function. Teach them how to explore data, interrogate AI generated insights, verify against sources of truth, and know when to escalate.
Help build and deliver the self-service analytics roadmap. Translate business questions into deliverables, and know when to push back if the real answer is a process or systems or process fix rather than a dashboard.
Bring a point of view. Connect the dots between business objectives and data
We could treat each bullet as list item. However some items have multiple sentences. We'll keep each bullet as
- containing the sentences.
- What You'll Bring to the Team: This is qualifications/requirements. We'll make a section maybe "Requirements" or "Qualifications". The instruction says use headings like Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose "Qualifications". We'll list items.
Content:
4+ years in people analytics, HR technology, or a closely related role.
Hands-on Visier experience: You must have gone through at least one implementation or meaningful capability expansion (deploying Visier or standing up new data subjects in an existing tenant).
Strong SQL skills and comfort working directly in a cloud data warehouse.
Fluency in the HR domain: you deeply understand recruiting, compensation, performance, and org structure, and know how underlying systems actually record this data.
Demonstrated experience enabling others, whether through training, documentation, or converting a reporting backlog into self-service.
A pragmatic approach to data governance. You know how to balance standardized dashboards for large audiences and enable exploration for your clients.
Ability to work independently, prioritize concurrent workstreams, and handle sensitive data with total discretion.
Bonus Points (list):
- Analytics Engineering capability: Experience with dbt, version control, CI/CD, and dimensional modeling. If you can own the transformation layer and not just the presentation layer
- Understanding of how to expose warehouse data to LLMs or agentic interfaces (semantic layers, MCP).
- Experience with our specific stack: Rippling, Workday, Ashby, Lattice, TeamOhana, BigQuery
- Experience using other BI platforms (Power BI, Tableau, Sigma) alongside Visier.
- Experience in high-growth or infrastructure environments where change is constant and part of the fun.
We could treat "Bonus Points" as a sublist but still within
. We'll just include them as list items.
- Benefits: list given.
Benefits: Competitive compensation and equity packages
Restricted Stock Units
Paid time off, paid holidays & leave of absence programs
Comprehensive health, dental & vision insurance
Employer contributions to HSA account
Paid parental leave
Paid life insurance, short-term and long-term disability
Professional development & tuition reimbursement
Mental health & wellness support
Commuter benefits (parking & transit)
Cell phone stipend
401(k) Retirement plan with company match up to 4% of salary
Volunteer time off
Global travel insurance & emergency assistance
Daily meals allowance
Additional perks & programs specific to location
We'll make - for each.
- Pay: Compensation Range: "Compensation will be paid in the range of up to $145,000 - $175,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data."
We need a Pay section. Use
Pay
and then maybe a with that info. Could also list as
but it's prose.
We should not include Schedule (not present). Also not include Skills separate if we used Qualifications.
We must not include boilerplate like EEO etc. Remove that.
Now produce HTML fragment.
Structure:
About the Role
... (the paragraph)
Responsibilities
- Own the Visier Platform: Serve as the technical and functional owner of Visier: configuration, metric definitions, security models, release management, and the primary POC for our vendor relationship.
- Build and extend Visier content (metrics, boards, alerts) and expand into new data subjects as we onboard new systems.
- Manage the integration between our data platform and Visier, partnering with Data Engineering on upstream models.
- Own data quality: define the checks, triage failures, and drive fixes back to the source system rather than patching them downstream.
- Drive AI & Self-Service Analytics: Ensure consistency so an AI-assisted answer and a Visier dashboard always align. Evaluate AI outputs critically and know what missing context caused a wrong answer.
- Drive AI & Self-Service Analytics: Document data models, business logic, and known caveats. Treat context as a core deliverable to make the platform usable for both non-analysts and AI tools.
- Drive AI & Self-Service Analytics: Experience designing access and aggregation rules for sensitive people data, including comp and performance.
- Partner & Enable the People Team: Act as an embedded partner to TA, Total Rewards, People Ops, and Business Partners. Conduct discovery, synthesize findings, and communicate insights up to the executive level.
- Partner & Enable the People Team: Move the function from ad hoc pulls to a durable reporting cadence built around meaningful organizational health and talent delivery insights.
- Partner & Enable the People Team: Build and run enablement (training, office hours, documentation) to raise the data literacy of the HR function. Teach them how to explore data, interrogate AI generated insights, verify against sources of truth, and know when to escalate.
- Partner & Enable the People Team: Help build and deliver the self-service analytics roadmap. Translate business questions into deliverables, and know when to push back if the real answer is a process or systems or process fix rather than a dashboard.
- Partner & Enable the People Team: Bring a point of view. Connect the dots between business objectives and data.
But we repeated "Drive AI & Self-Service Analytics" multiple times; maybe better to group under that heading but we cannot add extra headings besides h3. Could keep as separate items but maybe redundant. Could combine into one item with multiple sentences. However instruction: Use - for any list of duties/requirements/benefits. It doesn't forbid multiple sentences inside a li. So we could combine each major heading into one li with multiple sentences. Let's do that to reduce repetition.
Thus:
- Own the Visier Platform: Serve as the technical and functional owner of Visier: configuration, metric definitions, security models, release management, and the primary POC for our vendor relationship; build and extend Visier content (metrics, boards, alerts) and expand into new data subjects as we onboard new systems; manage the integration between our data platform and Visier, partnering with Data Engineering on upstream models; own data quality: define the checks, triage failures, and drive fixes back to the source system rather than patching them downstream.
- Drive AI & Self-Service Analytics: Ensure consistency so an AI-assisted answer and a Visier dashboard always align; evaluate AI outputs critically and know what missing context caused a wrong answer; document data models, business logic, and known caveats; treat context as a core deliverable to make the platform usable for both non-analysts and AI tools; design access and aggregation rules for sensitive people data, including compensation and performance.
- Partner & Enable the People Team: Act as an embedded partner to Talent Acquisition, Total Rewards, People Operations, and Business Partners; conduct discovery, synthesize findings, and communicate insights up to the executive level; move the function from ad hoc pulls to a durable reporting cadence built around meaningful organizational health and talent delivery insights; build and run enablement (training, office hours, documentation) to raise the data literacy of the HR function; teach them how to explore data, interrogate AI‑generated insights, verify against
for prose. Do not repeat job title. Do not include Job ID etc. Remove boilerplate like EEO etc. Also remove navigation/legal etc. Must preserve all substantive info. Must not invent or summarize away detail. Must include a section only when posting has real specific content. Must not emit heading with filler placeholder. We need to parse the posting. Sections: - About the Role: The paragraph after "About the Role:" up to maybe "What You'll Be Working On:" is description. Let's extract. "About the Role: Building on our team's single, secure, enterprise-grade data platform, this role owns the last mile - building out an AI-powered self-service analytics suite so the People team can make data-driven decisions in the flow of their work. You will drive this adoption through a hybrid strategy. Enabling the People team on how to use our governed self-service suite with pre-packaged HR dashboards & insights built in Visier, as well as building their own content and analyses using Claude, connected to the same modeled data powering Visier. As a Senior IC, you will own Visier outright, set the self-serve analytics roadmap, and have real latitude in how it’s built out. You will partner directly with Talent Acquisition, Employee Success Partners, Total Rewards, People Operations, and senior members of the People Science team to understand their goals and build the metrics, context, and AI-ready documentation that lets them find their own answers without waiting on an analyst." That's the About the Role content. - What You'll Be Working On: This is responsibilities. It includes bullet-like paragraphs but not explicit bullet list. We need to convert to
- for any list of duties/requirements/benefits. The text includes multiple sentences each starting with a bold heading? Actually they have headings like "Own the Visier Platform", "Drive AI & Self-Service Analytics", "Partner & Enable the People Team". Under each there are sentences. We could treat each bold heading as a subsection? But instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we only have top-level sections. Within sections we can use
for prose, and
- for any list. The responsibilities section could be a list of duties. We can extract each duty as list items. Let's parse "What You'll Be Working On:" content: Own the Visier Platform Serve as the technical and functional owner of Visier: configuration, metric definitions, security models, release management, and the primary POC for our vendor relationship. Build and extend Visier content (metrics, boards, alerts) and expand into new data subjects as we onboard new systems. Manage the integration between our data platform and Visier, partnering with Data Engineering on upstream models. Own data quality: define the checks, triage failures, and drive fixes back to the source system rather than patching them downstream. Drive AI & Self-Service Analytics Ensure consistency so an AI-assisted answer and a Visier dashboard always align. Evaluate AI outputs critically and know what missing context caused a wrong answer. Document data models, business logic, and known caveats. Treat context as a core deliverable to make the platform usable for both non-analysts and AI tools. Experience designing access and aggregation rules for sensitive people data, including comp and performance. Partner & Enable the People Team Act as an embedded partner to TA, Total Rewards, People Ops, and Business Partners. Conduct discovery, synthesize findings, and communicate insights up to the executive level. Move the function from ad hoc pulls to a durable reporting cadence built around meaningful organizational health and talent delivery insights Build and run enablement (training, office hours, documentation) to raise the data literacy of the HR function. Teach them how to explore data, interrogate AI generated insights, verify against sources of truth, and know when to escalate. Help build and deliver the self-service analytics roadmap. Translate business questions into deliverables, and know when to push back if the real answer is a process or systems or process fix rather than a dashboard. Bring a point of view. Connect the dots between business objectives and data We could treat each bullet as list item. However some items have multiple sentences. We'll keep each bullet as
- containing the sentences.
- What You'll Bring to the Team: This is qualifications/requirements. We'll make a section maybe "Requirements" or "Qualifications". The instruction says use headings like Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose "Qualifications". We'll list items.
Content:
4+ years in people analytics, HR technology, or a closely related role.
Hands-on Visier experience: You must have gone through at least one implementation or meaningful capability expansion (deploying Visier or standing up new data subjects in an existing tenant).
Strong SQL skills and comfort working directly in a cloud data warehouse.
Fluency in the HR domain: you deeply understand recruiting, compensation, performance, and org structure, and know how underlying systems actually record this data.
Demonstrated experience enabling others, whether through training, documentation, or converting a reporting backlog into self-service.
A pragmatic approach to data governance. You know how to balance standardized dashboards for large audiences and enable exploration for your clients.
Ability to work independently, prioritize concurrent workstreams, and handle sensitive data with total discretion.
Bonus Points (list):
- Analytics Engineering capability: Experience with dbt, version control, CI/CD, and dimensional modeling. If you can own the transformation layer and not just the presentation layer
- Understanding of how to expose warehouse data to LLMs or agentic interfaces (semantic layers, MCP).
- Experience with our specific stack: Rippling, Workday, Ashby, Lattice, TeamOhana, BigQuery
- Experience using other BI platforms (Power BI, Tableau, Sigma) alongside Visier.
- Experience in high-growth or infrastructure environments where change is constant and part of the fun.
We could treat "Bonus Points" as a sublist but still within
- . We'll just include them as list items.
- Benefits: list given.
Benefits: Competitive compensation and equity packages
Restricted Stock Units
Paid time off, paid holidays & leave of absence programs
Comprehensive health, dental & vision insurance
Employer contributions to HSA account
Paid parental leave
Paid life insurance, short-term and long-term disability
Professional development & tuition reimbursement
Mental health & wellness support
Commuter benefits (parking & transit)
Cell phone stipend
401(k) Retirement plan with company match up to 4% of salary
Volunteer time off
Global travel insurance & emergency assistance
Daily meals allowance
Additional perks & programs specific to location
We'll make
- for each.
- Pay: Compensation Range: "Compensation will be paid in the range of up to $145,000 - $175,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data."
We need a Pay section. Use
Pay
and then maybe awith that info. Could also list as
- but it's prose.
We should not include Schedule (not present). Also not include Skills separate if we used Qualifications.
We must not include boilerplate like EEO etc. Remove that.
Now produce HTML fragment.
Structure:
- Own the Visier Platform: Serve as the technical and functional owner of Visier: configuration, metric definitions, security models, release management, and the primary POC for our vendor relationship.
- Build and extend Visier content (metrics, boards, alerts) and expand into new data subjects as we onboard new systems.
- Manage the integration between our data platform and Visier, partnering with Data Engineering on upstream models.
- Own data quality: define the checks, triage failures, and drive fixes back to the source system rather than patching them downstream.
- Drive AI & Self-Service Analytics: Ensure consistency so an AI-assisted answer and a Visier dashboard always align. Evaluate AI outputs critically and know what missing context caused a wrong answer.
- Drive AI & Self-Service Analytics: Document data models, business logic, and known caveats. Treat context as a core deliverable to make the platform usable for both non-analysts and AI tools.
- Drive AI & Self-Service Analytics: Experience designing access and aggregation rules for sensitive people data, including comp and performance.
- Partner & Enable the People Team: Act as an embedded partner to TA, Total Rewards, People Ops, and Business Partners. Conduct discovery, synthesize findings, and communicate insights up to the executive level.
- Partner & Enable the People Team: Move the function from ad hoc pulls to a durable reporting cadence built around meaningful organizational health and talent delivery insights.
- Partner & Enable the People Team: Build and run enablement (training, office hours, documentation) to raise the data literacy of the HR function. Teach them how to explore data, interrogate AI generated insights, verify against sources of truth, and know when to escalate.
- Partner & Enable the People Team: Help build and deliver the self-service analytics roadmap. Translate business questions into deliverables, and know when to push back if the real answer is a process or systems or process fix rather than a dashboard.
- Partner & Enable the People Team: Bring a point of view. Connect the dots between business objectives and data.
- for any list of duties/requirements/benefits. It doesn't forbid multiple sentences inside a li. So we could combine each major heading into one li with multiple sentences. Let's do that to reduce repetition. Thus:
- Own the Visier Platform: Serve as the technical and functional owner of Visier: configuration, metric definitions, security models, release management, and the primary POC for our vendor relationship; build and extend Visier content (metrics, boards, alerts) and expand into new data subjects as we onboard new systems; manage the integration between our data platform and Visier, partnering with Data Engineering on upstream models; own data quality: define the checks, triage failures, and drive fixes back to the source system rather than patching them downstream.
- Drive AI & Self-Service Analytics: Ensure consistency so an AI-assisted answer and a Visier dashboard always align; evaluate AI outputs critically and know what missing context caused a wrong answer; document data models, business logic, and known caveats; treat context as a core deliverable to make the platform usable for both non-analysts and AI tools; design access and aggregation rules for sensitive people data, including compensation and performance.
- Partner & Enable the People Team: Act as an embedded partner to Talent Acquisition, Total Rewards, People Operations, and Business Partners; conduct discovery, synthesize findings, and communicate insights up to the executive level; move the function from ad hoc pulls to a durable reporting cadence built around meaningful organizational health and talent delivery insights; build and run enablement (training, office hours, documentation) to raise the data literacy of the HR function; teach them how to explore data, interrogate AI‑generated insights, verify against
About the Role
... (the paragraph)
Responsibilities
- for each.
- Pay: Compensation Range: "Compensation will be paid in the range of up to $145,000 - $175,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data."
We need a Pay section. Use