People Analytics Data Partner

Summary

Avalara provides cloud-based solutions that automate and simplify indirect tax management for businesses and governments worldwide. The People Analytics Data Partner will serve as a strategic data consultant to People & Culture leaders, translating workforce questions into actionable insights that support hiring strategy, workforce planning, talent retention, and organizational health. The role focuses primarily on Talent Acquisition and People Business Partners while delivering analytics, data governance, dashboards, and AI-enabled insights.

Responsibilities

• Partner directly with Talent Acquisition leaders, People Business Partners, and functional business leaders to understand talent priorities, diagnose business problems, and deliver high-impact workforce analytics
• Provide priority analytical support to Talent Acquisition, monitoring full-funnel recruiting metrics (sourcing effectiveness, time-to-fill/hire, pass-through conversion rates, candidate experience, hiring quality, and recruiter capacity)
• Partner closely with PBPs to provide holistic talent insights across the employee lifecycle, connecting hiring trends to retention, turnover drivers, promotion velocity, performance, and organizational design
• Collaborate with other P&C Centers of Excellence (Total Rewards, Talent Development, DE&I, HR Operations) to ensure cohesive, cross-functional people insights and strategic alignment
• Translate ambiguous questions and anecdotal feedback into rigorous, structured hypotheses, investigative analyses, and clear business narratives
• Query, manipulate, and analyze complex People and recruiting datasets using SQL, BI visualization tools (e.g., Tableau, Power BI), and statistical methods
• Conduct deep dive data analyses to uncover the root causes ("the why") behind performance shifts, hiring bottlenecks, attrition trends and other areas across the employee lifecycle
• Design and deliver compelling data stories, executive presentations, and self-service dashboards tailored for diverse audiences, ranging from operational teams to executive leadership
• Champion high standards for data integrity, governance, and consistency across all People and Talent data sources (ATS, HRIS, CRM, engagement platforms)
• Standardize core metrics, calculations, and definitions to maintain a single source of truth across P&C reporting and analytics toolkits
• Treat analytics and employee experience as a product and apply design thinking, iterative feedback loops, user journeys, and agile enablement to ensure tools and insights are widely adopted and drive action
• Champion the use of modern AI tools in the daily flow of work to accelerate research, data synthesis, query optimization, and insight generation

Skills

• Bachelor's degree in a quantitative or analytical discipline (e.g., Industrial/Organizational Psychology, Statistics, Mathematics, Data Science, Economics, Business Analytics, Engineering) or equivalent practical experience
• 3+ years of experience in an HR-focused, stakeholder-facing People Analytics or Business Analytics role
• At least 1+ years of dedicated experience analyzing Talent Acquisition / Recruiting data, pipelines, and hiring metrics
• Fluency in SQL and advanced Excel/Google Sheets for complex data extraction, manipulation, and modeling
• Proficiency with modern BI and data visualization platforms (e.g., Tableau, Power BI, Visier, or Looker)
• Proven track record of end-to-end analytical project delivery: framing business questions, defining metrics, analyzing data, synthesizing findings, and delivering executive-ready presentations
• Experience leveraging modern AI productivity tools (e.g., LLMs, AI assistants) in the analytical workflow to enhance efficiency and insight discovery
• Experience with programming languages for statistical analysis or automation (e.g., Python, R)
• Experience working with enterprise HRIS and ATS ecosystems (e.g., Workday, Greenhouse, Lever, Phenom, or similar)
• Demonstrated experience applying product management and design thinking frameworks (roadmapping, user persona development, iterative prototyping) to HR solutions
• Strong familiarity with workforce planning, attrition modeling, talent supply/demand modeling, and diversity analytics
• Exceptional communication, stakeholder management, and consulting skills with the ability to influence cross-functional teams and senior leaders

Qualifications

Must Haves

• Bachelor's degree in a quantitative or analytical discipline (e.g., Industrial/Organizational Psychology, Statistics, Mathematics, Data Science, Economics, Business Analytics, Engineering) or equivalent practical experience
• 3+ years of experience in an HR-focused, stakeholder-facing People Analytics or Business Analytics role
• At least 1+ years of dedicated experience analyzing Talent Acquisition / Recruiting data, pipelines, and hiring metrics
• Fluency in SQL and advanced Excel/Google Sheets for complex data extraction, manipulation, and modeling
• Proficiency with modern BI and data visualization platforms (e.g., Tableau, Power BI, Visier, or Looker)
• Proven track record of end-to-end analytical project delivery: framing business questions, defining metrics, analyzing data, synthesizing findings, and delivering executive-ready presentations
• Experience leveraging modern AI productivity tools (e.g., LLMs, AI assistants) in the analytical workflow to enhance efficiency and insight discovery

Nice to Haves

• Experience with programming languages for statistical analysis or automation (e.g., Python, R)
• Experience working with enterprise HRIS and ATS ecosystems (e.g., Workday, Greenhouse, Lever, Phenom, or similar)
• Demonstrated experience applying product management and design thinking frameworks (roadmapping, user persona development, iterative prototyping) to HR solutions
• Strong familiarity with workforce planning, attrition modeling, talent supply/demand modeling, and diversity analytics
• Exceptional communication, stakeholder management, and consulting skills with the ability to influence cross-functional teams and senior leaders

Benefits

• Paid time off
• Paid parental leave
• This role is eligible for an annual bonus based on individual and company performance, depending on the terms of the applicable plan and the employee’s role.
• Many Avalara employees are eligible for bonuses.
• Benefits vary by location but generally include private medical, life, and disability insurance.
• 8 employee-run resource groups, each with senior leadership and executive sponsorship