Senior Director, People Analytics Remote, United States - People and Culture

What Youll Do
The Senior Director, People Analytics leads the team responsible for delivering data, insights, and predictive analytics across Avalara’s People & Culture organization. This role owns the enterprise strategy and execution for our People Analytics roadmap, positioning the function as a proactive, high-impact strategic partner to the CPO and senior leadership. The Senior Director cultivates trusted advisory relationships with executives, People & Culture leaders, and FP&A to drive workforce decisions, surfacetrends before they become challenges, and connect talent strategy directly to business outcomes.

At this stage, the Senior Director leads the function with an enterprise lens—setting direction, building organizational capability, and driving influence at the C‑suite level—while remaining willing to roll up their sleeves on the highest‑stakes work. They raise the bar for what “good” looks like, build a team that owns the majority of analytical execution, and establish People Analytics as a function the business seeks out rather than simply responds to.

What Your Responsibilities Will Be

Define and own Avalara’s People Analytics enterprise strategy, setting a multi‑year vision, roadmap priorities, and measurable outcomes that directly align with talent strategy and business goals.

Operate at multiple levels—guiding and reviewing the team’s work, establishing clear quality standards, and when stakes or timelines demand it, diving into the data (writing SQL, shaping datasets, refining dashboards) to unblock work or model what “good” looks like.

Build, manage, and develop a high‑performing team, cultivating both deep technical capability and strong consultative and communication skills; create a talent pipeline that scales with organizational complexity.

Act as a hands‑on analytics leader when needed, personally driving key analyses, SQL work, and model development to maintain quality and unblock critical deliverables in a lean team environment.

Build trusted, advisory‑level partnerships with the CPO, senior P&C leaders, FP&A, and business executives—bringing a clear, evidence‑based point of view, proactively surfacing insights, and pushing back to reset expectations when needed, including protecting capacity for foundational analytics work.

Deliver high‑quality analytical work on tight timelines in complex, ambiguous environments; set clear expectations, make firm prioritization calls, and communicate tradeoffs transparently even when some stakeholders are unhappy.

Own the design, evolution, and continuous improvement of dashboards, scorecards, and self‑service reporting tools that give leaders real‑time visibility into workforce trends.

Drive advanced analytics initiatives—including attrition modeling, workforce planning, and organizational health diagnostics—and translate outputs into strategic recommendations that influence executive decisions.

Ensure the integrity, privacy, and governance of people data in close partnership with PeopleTech, Legal, and P&C, establishing standards that scale across the function.

Translate complex data into clear, compelling narratives that drive strategic action; communicate with precision and confidence to executive audiences.

Balance methodological rigor with pragmatism; prioritize actionable, business‑relevant insights and resist over‑engineering solutions when speed and clarity are what the business needs.

Consistently deliver high‑quality work products—both personally and through the team—on aggressive timelines; define and hold the team to clear SLAs for executives and P&C leaders.

Translate ambiguous, high‑priority tasks into concrete analytical plans with defined scope, owners, milestones, and timelines; maintain rigorous program management across the team’s full portfolio.

Demonstrate resilience and grit in high‑change, high‑ambiguity environments; anchor the team to priorities, model a solutions‑oriented mindset, and sustain forward momentum despite setbacks.

What You’ll Need To Be Successful

8+ years of experience in People Analytics or a closely related field

3+ years of experience managing and developing high‑performing teams

Proven ability to operate with urgency and bias to action, with concrete examples of shipping impactful analytics quickly in fast‑changing settings.

Experience as an analytics player‑coach: has personally done complex analytics work in prior roles and now uses that depth to set standards, coach the team, review work product, and selectively step in on high‑impact or blocked work.

Strong project management and self‑management discipline, with a track record of staying organized across multiple initiatives and closing the loop on commitments.

Advanced proficiency in SQL and core data‑wrangling, with experience designing datasets and building production‑quality dashboards (e.g., Power BI); technical skills for this role will be validated through a practical SQL and analytics assessment as part of the hiring process.

Proven ability to lead analytics initiatives that drive business and talent strategy.

Brings a strong, informed point of view and contributes to productive debate and decision‑making.

Bachelor’s degree or equivalent experience

Advanced technical and AI proficiency (see more below)

Background in fast‑paced, global, or technology‑driven organizations

Avalara Success Traits

Ownership – Ownership is about accountability— we are all accountable for delivering results to our customers. We work hard and smart to get the job done well every time. We take responsibility for decisions, own projects from start to finish, and never make excuses.

Curiosity – We ask "why?" every day and don’t stop until we understand. If our ambitions are not audacious, then we are not pushing ourselves hard enough. We proactively look for problems to solve, refusing to accept easy answers, and we exercise great creativity in finding efficient ways to solve them.

Simplicity – Simplicity is our business, and we refuse to pass the burden of complexity to our customers — internal or external. We understand how to take complex problems and break them down into manageable parts. We always strive to accomplish more with less and let the needs of our customers and partners drive our actions.

AI and Learning

Demonstrate advanced proficiency with AI tools in analytics workflows (e.g., using AI to accelerate SQL/data work, automate reporting, generate and test hypotheses, and sharpen storytelling).

Guide and upskill the team on responsible, high‑impact AI use such as setting standards, reviewing AI‑assisted work, and coaching on when and how to rely on AI vs. traditional methods.

Redesign processes (not just add tools) so that AI meaningfully changes how we prioritize work, deliver insights, and partner with stakeholders.

Avalara is an AI‑first Company

We’ll build the most scalable and efficient analytics practice in the industry.

You’ll bring experience using AI and AI‑related technologies, ready to thrive here.

You’ll apply AI every day to business challenges—improving efficiency, contributing solutions, and driving results for your team, our company, and our customers.

How We’ll Take Care Of You
Total Rewards

In addition to a great compensation package, paid time off, and paid parental leave, many Avalara employees are eligible for bonuses.

Health & Wellness

Benefits vary by location but generally include private medical, life, and disability insurance.

Inclusive culture and diversity

Avalara strongly supports diversity, equity, and inclusion, and is committed to integrating them into our business practices and our organizational culture. We also have a total of 8 employee‑run resource groups, each with senior leadership and exec sponsorship.

We’re an Equal Opportunity Employer

Supporting diversity and inclusion is a cornerstone of our company — we don’t want people to fit into our culture, but to enrich it. All qualified candidates will receive consideration for employment without regard to race, color, creed, religion, age, gender, national orientation, disability, sexual orientation, US veteran status, or any other factor protected by law. If you require any reasonable adjustments during the recruitment process, please let us know.

#J-18808-Ljbffr