Senior People Analytics Lead

How we work

We let you choose the best way to work, whether it’s from home, an office, or a collaboration space. We’re a globally distributed team that comes together intentionally for collaboration, complex problem-solving, and key milestones — creating opportunities for teams to come together.  If you’re ready to make a global impact, help scale unique products across Coursera + Udemy, and grow your career, apply below.

You’ll shape how the organization understands and manages its workforce. Reporting to the Director of People Operations & Technology, you’ll own the people analytics roadmap, build trusted data and reporting, and turn insights into practical improvements across the employee lifecycle. You’ll partner with People Business Partners, Talent Acquisition, Total Rewards, Employee Relations, and People leadership, and work with HRIS, IT, and Finance to connect data and strengthen governance.

This is a hands-on senior individual contributor role with broad influence across the People team.

People Data Foundations
Building trusted, well-governed people data through reliable pipelines, consistent metric definitions, and quality checks that make reporting and analysis dependable.

Process & Performance Analytics
Using data to find bottlenecks, errors, and manual work in People processes, set baselines, and measure whether improvements, including AI and automation, deliver results.

Insight to Decision
Applying the right analytical methods to workforce questions and turning findings into clear recommendations and dashboards that senior leaders act on.

• Own the analytics roadmap. Prioritize the People organization’s most important workforce, talent, and operational questions, and balance immediate needs with foundational work like data quality, consistent metrics, and reliable reporting.
• Build trusted people data. Partner with HRIS and data owners to maintain reliable datasets and pipelines, with clear metric definitions, quality checks, and documentation.
• Improve People processes. Analyze onboarding, employee changes, case management, and offboarding to find bottlenecks, errors, and manual work. Set baselines, recommend improvements with process owners, and measure results.
• Measure operational performance. Develop metrics for service demand, cycle times, resolution quality, and rework to inform capacity, self-service, and automation priorities.
• Deliver workforce and talent insights. Work with People Business Partners and Finance on headcount, workforce costs, org structure, hiring, retention, internal mobility, and succession, and connect findings to workforce plans.
• Apply advanced methods. Use statistical analysis, forecasting, and predictive techniques, and clearly communicate assumptions and limitations.
• Tell the story. Build dashboards that leaders actually use, streamline recurring reporting, and run a quarterly workforce insights review that highlights changes, risks, and recommended actions.
• Advance AI and automation responsibly. Identify, validate, and measure practical AI and automation opportunities. Embed privacy, access controls, and responsible-use practices, and partner with Legal and IT on sensitive data.
• Build capability. Set analytical standards and coach People colleagues on using data confidently.

• 8+ years in people analytics, HR analytics, or a related field, with substantial experience applying analytics to People data and processes.
• Strong understanding of HR operations, employee lifecycle processes, and workforce and talent metrics.
• Experience with Workday or a similar HRIS, including how system configuration and business processes affect data quality.
• Experience integrating complex HR datasets and building sustainable pipelines with HRIS, IT, or data engineering teams.
• Advanced SQL and strong Python or R skills.
• Advanced proficiency in Databricks, Tableau, or similar platforms, with a track record of building reporting that leaders use to make decisions.
• Strong grounding in statistical methods, with the judgment to match the approach to the question and the data.
• Demonstrated success translating analysis into measurable improvements in efficiency, service quality, data accuracy, or employee experience.
• The ability to scope ambiguous requests, prioritize competing needs, and deliver independently.
• Clear, compelling communication with senior People and business leaders.
• Sound judgment with sensitive employee data and a commitment to privacy, fairness, and responsible AI.

This role is available in the following US Pay Zones:

US Zone 3: $147,475 - $173,500

US Zone 4: $137,275 - $161,500

At Coursera, we offer competitive, zone-based pay aligned to your location, experience, and role level across four U.S. pay zones. Our total rewards package goes beyond salary, with comprehensive health and wellness benefits, bonus and RSU equity programs, and global perks designed to help you grow and thrive wherever you are.

Zone 1 – San Francisco Bay Area only

Zone 2 – New York City Metro and Seattle Metro

Zone 3 – CA (outside of SF Bay Area), CO, CT, DC, GA, IL, MA, MD, NY/NJ (outside of NYC Metro), OR, RI, TX, VA, WA (outside of Seattle Metro)

Zone 4 – All other US locations not listed in Zones 1–3

Posting Date: November 9, 2026

Application Window: November 9 - November 20, 2026

We anticipate the application window will be open until November 20, 2026. Based on business needs, this opportunity may remain posted beyond or closed before the anticipated application window.