Principal People Data Analyst

📋 Description

• • Architect the future of Pipedrive’s people intelligence. You will own the end-to-end rebuild of our people-analytics stack—selecting modern ETL tools, cloud warehouses and visualization layers—so that every leader from COO to front-line managers can self-serve trustworthy workforce insights in seconds.
• • Translate raw HRIS, ATS, engagement-survey and productivity data into a single source of truth. You will design dimensional models, implement version-controlled SQL pipelines and automate quality checks that guarantee 99 %+ accuracy across 850 employees in 10 offices.
• • Sit at the strategy table. You will brief the C-suite monthly on head-count efficiency, attrition risk, DEI progress and the ROI of our AI-first skilling programs. Your dashboards will directly influence multi-million-euro workforce investments and shape the narrative for board-level reporting.
• • Define the metrics that power our AI-native transformation. Partner with AI product teams to embed predictive models—flight-risk scores, capacity forecasts, skill-gap heat-maps—into everyday workflows so managers receive proactive nudges instead of reactive spreadsheets.
• • Mentor and level-up a distributed team of senior analysts. Run weekly critique sessions, establish code-review rituals and create a learning curriculum that turns complex Python notebooks into clear, reproducible insight products. Your leadership will be measured by how quickly team members ship autonomously.
• • Champion ethical, privacy-first analytics. Draft governance policies, lead GDPR impact assessments and build role-based access layers that let us democratize data without compromising employee trust.
• • Drive cross-functional adoption. Run quarterly “data days” for HRBPs, finance and engineering; translate technical concepts into story-driven workshops; and maintain a living metrics dictionary that ends the age-old debate of “whose head-count number is correct?”
• • Experiment relentlessly. Spin up quick-win pilots—e.g., NLP on exit-interview transcripts or graph analysis of internal mobility—to surface hidden patterns. If an experiment moves a KPI, scale it globally; if it doesn’t, sunset it fast and share the learnings openly.
• • Own the roadmap. Balance quick self-service wins (Tableau dashboards) with moon-shot bets (real-time attrition alerts). Present OKRs, resource needs and ROI projections to the COO every quarter and secure the budget to execute.
• • Celebrate impact. When your attrition-prediction model saves a mission-critical team or your DEI funnel analysis closes a hiring gap, you’ll see the results in Slack kudos, leadership shout-outs and the measurable growth of 100,000+ SMB customers who depend on Pipedrive.