Principal People Data Analyst

📋 Description

• • Architect and rebuild Pipedrive’s people analytics foundation from the ground up, selecting modern ETL, data-warehouse and BI tooling that can scale with a 850-person, 50-nationality workforce across ten global offices.
• • Own the end-to-end data lifecycle for all people data—sourcing, cleansing, modelling and surfacing—so that every leader from COO to front-line managers can self-serve trustworthy insights in near real-time.
• • Translate complex workforce questions into crisp metrics and dashboards that illuminate organisational health, retention risk, DEI progress, AI-driven productivity gains and future talent needs.
• • Sit shoulder-to-shoulder with C-level executives to turn data into narrative: present findings that directly influence head-count planning, compensation philosophy, leadership development and the company-wide AI-native transformation.
• • Design and automate the measurement framework that tracks how AI adoption is changing roles, skills and performance so Pipedrive can proactively upskill teams and maintain its competitive edge.
• • Mentor and up-skill a distributed team of senior analysts; institute code-review, documentation and data-governance standards that raise quality while fostering a culture of curiosity and experimentation.
• • Partner with Engineering, Product and Finance to ensure people data models integrate seamlessly with revenue, customer and product analytics, creating one holistic source of truth.
• • Deliver quarterly “state-of-the-workforce” briefings to the Board and Vista Equity Partners, translating numbers into strategic recommendations that protect culture while accelerating growth.
• • Champion ethical data use and privacy; implement role-based access controls and ensure compliance with GDPR, CCPA and Estonian labour regulations.
• • Experiment with predictive models—attrition risk, high-performer flight, optimal team composition—that allow proactive interventions rather than reactive fixes.
• • Curate external benchmarking data so Pipedrive’s talent practices remain best-in-class against SaaS and AI-first peers.
• • Build lightweight data products (Tableau dashboards, Python-based micro-services) that democratise insights beyond the People Team to every hiring manager.
• • Influence tooling selection (Snowflake vs. Redshift, dbt vs. Airflow, ThoughtSpot vs. Tableau) and negotiate vendor contracts to balance cost, capability and future scale.
• • Create a reusable library of SQL snippets, Python notebooks and documentation that slashes time-to-insight for recurring questions.
• • Evangelise data literacy across the company via brown-bag sessions, office hours and Slack Q&A, turning sceptics into power users.
• • Drive quarterly OKRs that tie people analytics output to tangible business outcomes—e.g., 5-point improvement in eNPS, 10 % reduction in regrettable attrition, 15 % faster time-to-productivity for new sales hires.
• • Keep a pulse on emerging AI regulations and advise People leadership on how algorithmic decision-making can be transparent, fair and auditable.
• • Celebrate wins publicly—whether it’s uncovering a hidden bias in promotion data or predicting a critical skills gap—so the value of people analytics is visible and celebrated across Pipedrive.