Lead Analyst, People Analytics

Healthcare should work for patients, but it doesn’t. In their time of need, they call down outdated insurance directories. Then wait on hold. Then wait weeks for the privilege of a visit. Then wait in a room solely designed for waiting. Then wait for a surprise bill. In any other consumer industry, the companies delivering such a poor customer experience would not survive. But in healthcare, patients lack market power. Which means they are expected to accept the unacceptable.

Zocdoc’s mission is to give power to the patient. To do that, we’ve built the leading healthcare marketplace that makes it easy to find and book in-person or virtual care in all 50 states, across +200 specialties and +12k insurance plans. By giving patients the ability to see and choose, we give them power. In doing so, we can make healthcare work like every other consumer sector, where businesses compete for customers, not the other way around. In time, this will drive quality up and prices down. 

We’re 18 years old and the leader in our space, but we are still just getting started. If you like solving important, complex problems alongside deeply thoughtful, driven, and collaborative teammates, read on.

Zocdoc’s most important asset is our people. As a Lead People Data Analyst you will serve as the key leader in building the People data foundation, analytics strategy, reporting, and AI-enabled insight products that help our People team and business leaders make better, faster, and more informed workforce decisions. You will move us beyond static dashboards and reactive data pulls by building scalable data products, diagnostic tools, and AI-enabled workflows that help us understand what is happening across the employee lifecycle — from recruiting and onboarding to engagement, performance, retention, workforce planning, and organizational design, you'll operate as a senior-level individual contributor—setting standards, partnering with stakeholders across People Operations and the business, and ensuring that our data practices are accurate, scalable, and compliant.

• Personally motivated by finding actionable insights from a sea of people data - and equally motivated by making those insights easy for others to use
• Highly curious about how work is actually happening across different parts of the People team, including HRBP, Recruiting, People Operations, Compensation, Engagement, Performance, and Talent
• Autonomous, urgent, and creative.  You genuinely love telling stories through analytics
• Energized by connecting dots across systems, teams, and processes to tell a clearer story about our workforce
• Highly innovative in using Claude, generative AI, and other emerging tools to automate manual work, improve data storytelling, and build better People workflows
• A self-starter who is able to work autonomously and within a team context
• Comfortable operating as both a builder and a thought partner — you can get into the weeds of data quality and also step back to explain what matters and why
• Serious about your work, but not about yourself.  Let’s face it - the way things are going, you kind of need a sense of humor

• Execute and continuously improve our People data strategy and standards in partnership with HRBPs, Recruiting, and HRIS including including metric definitions, data models, reporting standards, governance practices, and scalable self-service tools.
• Build People datasets, dashboards, and insight products across the employee lifecycle, including headcount, hiring, attrition, engagement, performance, internal mobility, compensation, workforce planning, and organizational design.
• Use Claude, generative AI, and other emerging tools to automate manual reporting, accelerate synthesis, identify workforce patterns, and improve how the People team works with data.
• Connect data workstreams across HRBP, Recruiting, People Operations, HRIS and other teams to create a more integrated view of our people, processes, risks, and opportunities.
• Partner with HRBPs, Recruiting and People leaders to identify meaningful workforce signals, pressure-test hypotheses, prepare leader-facing narratives, and translate data into practical next steps.
• Apply analysis, modeling, and predictive techniques to support workforce planning, retention, performance management, talent reviews, and organizational health.
• Improve People data quality, systems, integrations, privacy, compliance, and responsible AI practices in partnership with People Operations, Recruiting, and systems owners.
• Deliver clear presentations, visualizations, and written narratives that help leaders understand what is happening, why it matters, and what actions to consider.

• Meaningful 5+ years experience in people analytics or workforce data analysis experience, with demonstrated expertise in statistical analysis, predictive modeling, and ultimately insights
• Master’s degree in Industrial-Organizational Psychology or a related quantitative/social science field
• Strong technical skills, including SQL, Excel/Google Sheets/Workday reporting, and data visualization tools; experience with Looker and Snowflake is strongly preferred
• Experience building scalable analytics products, not just one-off reports or dashboards
• Demonstrated ability to use generative AI tools such as Claude to automate workflows, synthesize information, improve productivity, and create better user experiences for stakeholders
• Ability to distinguish between raw data, meaningful signal, and business insight — and to partner effectively with People stakeholders who bring the business context
• The mentality of an entrepreneur/owner and a strong bias to action 
• Superb communication and storytelling skills, with the ability to turn complex analysis into clear narratives, implications, and recommendations
• Humility.  You believe in treating all people with dignity and respect, regardless of title or tenure 
• Strong organizational skills, with the ability to manage multiple projects independently while keeping cross-functional partners aligned