People Operations Intelligence Partner (f/m/d)

Focused Energy is a fusion energy startup committed to generating unlimited clean energy to responsibly meet future global demand. Founded by two world-renowned scientists and a seasoned entrepreneur behind several successful startups, we are commercializing laser-induced inertial fusion—a clean and highly efficient power generation technology poised to transform the energy landscape.

As we scale, we are building our People function with the same rigor we apply to

science and engineering: grounded in data, designed for reliability, and open to

experimentation.

As People Operations Intelligence Partner, you will help us make our People

Operations smarter, more reliable, and scalable.

This role sits at the intersection of People Operations, Recruiting Operations,

analytics, and systems thinking. Your mission is to turn data into operational clarity

and action, identifying bottlenecks, reducing manual work, improving data quality, and

enabling better decisions across the full People lifecycle, from hiring through exits.

This is not a pure analytics role, and it is not a classic HR operations role.

It is a build, fix, and improve role.

The People Operations Intelligence Partner ensures our People Operating Model works

end to end: from reliable foundations and scalable operations to informed leadership

decisions and continuous learning. By combining analytics, systems thinking, and

operational improvement, this role helps the People function scale with clarity, trust, and

accountability.

You will work closely with People Operations, Talent Acquisition, HR Business Partners,

Finance, Legal, IT, and our AI experts to redesign how People Operations work in

practice, using analytics, automation, and applied intelligence.

• Design and own end-to-end People and Recruiting Operations metrics, including hiring funnel health, time-to-hire, onboarding outcomes, early attrition, performance cycles, compensation processes, and exits

• Build dashboards and recurring insights that help teams see issues early and act decisively

• Analyze recruiting efficiency, decision quality, and process bottlenecks across roles, teams, and locations

• Identify operational risks and inefficiencies using data, not anecdotes

• Translate People and recruiting data into clear, decision-ready insights for non-technical stakeholdersProcess Improvement, Automation & Applied Intelligence

• Redesign People and Recruiting Operations workflows to reduce manual work, handoffs, and errors

• Apply automation and intelligence (including AI where useful) to improve speed, accuracy, and scalability

• Build practical solutions such as workflow automations, smarter self-service tools, or internal People support mechanisms

• Test, iterate, and improve solutions based on real operational impact

• Improve data quality, consistency, and integration across ATS, HRIS, payroll, and compensation systems

• Partner with Talent Acquisition, Finance, Legal, and IT on clean data flows, reporting standards, and governance

• Ensure responsible handling of sensitive employee data, GDPR compliance, and ethical use of analytics and automation

• Help evolve People analytics from descriptive reporting to operationally predictive insight over time

• Enable the People and Talent teams to confidently use analytics and intelligence through hands-on guidance, simple playbooks, and embedded support

• Act as a pragmatic partner who solves real problems and helps others succeed

• Support leadership with operational clarity that improves decision quality and accountability

• 5+ years of experience in People Operations, Recruiting Operations, HR Operations, HR Systems, or People Analytics roles

• Strong analytical skills with hands-on experience working with People and recruiting data and dashboards

• Proven track record of improving HR or recruiting processes through automation, system improvements, or data-driven redesign

• Solid understanding of People and recruiting systems and data flows (ATS, HRIS, payroll, benefits, compensation tools)• Confidence translating data into action for non-technical stakeholders

• Advanced Excel / Google Sheets skills

• Experience with BI tools (e.g. Looker, Tableau, Power BI, or similar)

• Working knowledge of SQL or strong willingness to learn

• Practical experience applying automation or AI in an operational context (HR or recruiting experience strongly preferred)

• Strong awareness of data privacy, GDPR, and responsible data use

• Pragmatic, curious, and impact-driven

• Comfortable navigating ambiguity and evolving requirements

• High sense of ownership and accountability

• You enjoy fixing things, simplifying systems, and enabling others

• Experience in scaling organizations or fast-growth environments

• Exposure to workforce planning, compensation analytics, or organizational design

• Experience with experimentation or hypothesis-driven improvement

• Background in operations, systems thinking, data science, psychology, or economics