People Analytics Lead

About Glean Founded in 2019, Glean is an innovative AI-powered knowledge management platform designed to help organizations quickly find, organize, and share information across their teams. By integrating seamlessly with tools like Google Drive, Slack, and Microsoft Teams, Glean ensures employees can access the right knowledge at the right time, boosting productivity and collaboration. The company’s cutting-edge AI technology simplifies knowledge discovery, making it faster and more efficient for teams to leverage their collective intelligence.

Glean was born from Founder & CEO Arvind Jain’s deep understanding of the challenges employees face in finding and understanding information at work. Seeing firsthand how fragmented knowledge and sprawling SaaS tools made it difficult to stay productive, he set out to build a better way - an AI-powered enterprise search platform that helps people quickly and intuitively access the information they need. Since then, Glean has evolved into the leading Work AI platform, combining enterprise-grade search, an AI assistant, and powerful application- and agent-building capabilities to fundamentally redefine how employees work.

About The Role Glean is seeking a People Analytics Lead who is responsible for turning people data into accurate, actionable insights that inform workforce planning, compensation, performance, and operational decisions. This role owns data quality and reporting across our HR systems, partners closely with People, Finance, and IT, and helps ensure our HR tech stack is reliable, well-governed, and analytics-ready.

You will spend most of your time working with HR data (employee records, headcount, org structure, compensation, performance, etc.), building and maintaining reports and dashboards, and troubleshooting data issues across HRIS and connected systems.

You Will

• Data management and Quality

• Maintain and continuously improve the accuracy of core HR data (e.g., employee profiles, job codes/families, levels, cost centers, locations, managers, org hierarchy).

• Develop and run data validation rules, audits, and reconciliation checks across HRIS and downstream systems (e.g., payroll, ATS, performance, identity).
• Proactively investigate data anomalies, root-cause issues, and drive remediation with HR, Finance, IT, and vendors.
• Reporting, dashboards & analytics

• Design, build, and maintain recurring reports and dashboards for key people metrics (e.g., headcount, hiring, turnover, internal mobility, compensation, performance cycle health, DEI).

• Deliver accurate, timely reporting for stakeholders (People, Finance, Leadership) with clear logic, assumptions, and refresh cadences.
• Respond to ad‑hoc data requests by scoping the question, sourcing the right data, and providing clear, well-structured outputs (tables, charts, commentary)
• Systems, integrations & processes

• Develop a strong working understanding of our HRIS and related tools (e.g., payroll, ATS, performance management, engagement, identity).

• Support testing and validation for new integrations, fields, and processes (e.g., UAT for new HRIS features, data syncs between HRIS and downstream systems).
• Partner with HRIS/System Admins and IT to monitor integration runs, troubleshoot failures, and ensure data is flowing correctly between systems.
• Stakeholder support & enablement

• Act as a subject-matter expert on HR data and reporting for HRBPs, Recruiting, Finance, and business leaders.

• Train HR and business users on standard reports, dashboards, and self‑serve tools; create simple SOPs and quick reference guides.
• Support planning cycles (e.g., headcount planning, performance & compensation cycles) with clean data sets, templates, and status views
• Governance, compliance & controls

• Help implement and monitor data governance standards, including who can create, edit, and consume HR data and reports.

• Support audits and compliance requirements (e.g., access reviews, data retention rules, SOC2/SOX support) by providing reliable data extracts and documentation.
• Ensure sensitive HR data is handled in line with privacy, security, and confidentiality requirements.

About You

• 7–10 years of experience in an HR analytics, HRIS, people reporting, or data analyst role, preferably in a fast-paced environment.
• Hands-on experience working with at least one major HRIS platform (e.g., Workday, Oracle, SuccessFactors, BambooHR, UKG, Deel, etc.).
• Strong skills in Excel/Google Sheets (vlookups/index-match, pivot tables, complex formulas, data cleansing).
• Experience building reports or dashboards in a BI/visualization tool (e.g., Looker, Tableau, Power BI, Mode, or similar).
• Demonstrated track record of improving data quality and solving complex data issues across multiple systems.
• Ability to translate business questions into analytical approaches and explain technical concepts to non‑technical audiences.
• Strong attention to detail, with a bias towards documentation, repeatable processes, and data integrity.

Location:

• This role is hybrid (3-4 days a week in our Bangalore office)

Compensation & Benefits Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for variable compensation, equity, and benefits.

We are a diverse bunch of people and we want to continue to attract and retain a diverse range of people into our organization. We're committed to an inclusive and diverse company. We do not discriminate based on gender, ethnicity, sexual orientation, religion, civil or family status, age, disability, or race.