Senior People Analytics Lead

Coursera · United States

  • Senior
  • Full-time
  • $147,475 – $173,500
  • Posted 2026-11-09
  • Confirmed live on 10 November 2026

Apply at Coursera

Job description

About Coursera + Udemy

Coursera and Udemy are now one company, bringing together two mission-driven brands to create the world’s most powerful platform for turning learning into progress. Together, we help more than 300 million learners and 12,000+ enterprise customers build the skills they need for a world being reshaped by AI. Read more about the combined company by visiting our blog.

Why join us now?

AI is transforming how people learn, work, and grow, and the need for new skills has never been greater. Coursera brings trusted content and credentials from leading university and industry partners, while Udemy brings a dynamic skills marketplace and global network of real-world experts. By combining these strengths, we can connect more people and organizations to the skills they need, when they need them.

Shape what comes next

By joining our team, you’ll have the opportunity to reshape how the world learns and applies skills—and help millions of people participate in the new economy. Bring your ideas, expertise, and perspective to meaningful work that can make a difference at global scale.

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.

About this role

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.

About Your Skills

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.

What you’ll be doing

• 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.

Qualifications

• 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

Prepare for the interview

Nothing collected for this employer yet. The Blind 75 is what technical screens draw from; practice it here, with a coach, in Java or Python.

More at Coursera

All open software jobs