Staff Program Manager, Data Analytics

Role Description

Fetch has the raw material for strong People analytics and none of the structure that makes it trustworthy. Definitions differ from one system to the next, nothing is governed, and every answer gets rebuilt by hand. This role builds the structure and owns it.

The Program Manager for Data & Analytics sets the strategy for how People Experience governs, models, and reports on its data, and architects the foundation that every People metric, dashboard, and AI agent reads from. This is a strategic, high-agency role. The person defines the data governance model, designs the semantic layer, and establishes the analytics products People leadership and the business use to make decisions.

This is also a hands-on role. People Experience is a lean team building from zero to one, so the person who sets the strategy is the same person who builds the first version of it. They do the strategic work and the in-the-weeds work, writing the SQL and standing up the first models and dashboards themselves. Part of the job is building the program and its operating model so it can grow, designing for scale from the start so the function can add resourcing as the work matures.

The work is two-track by design. Every model, definition, and report answers a real operational question today and establishes the governed, machine-readable foundation that Fetch's AI and automation build on next.

This is a full-time role that can be held from one of our US offices or remotely in the United States.

Qualifications

• 12+ years in data and analytics, analytics engineering, data governance, or a related discipline, with a track record of building data foundations or analytics functions from the ground up
• Deep experience with data modeling and architecture (schemas, semantic or metrics layers, master and reference data, lineage)
• Hands-on expertise writing SQL and building data models, reporting products, and dashboards
• Experience defining and running data governance (definitions, ownership, quality, access, privacy)
• Experience turning ambiguous business questions into governed metrics and analytics products people trust
• Experience standing up a data governance or people analytics function
• Experience with People or HR data
• Familiarity with the data foundations AI and automation build on (semantic layers, machine-readable definitions, agent-consumable data)
• Experience leading or mentoring a team

Requirements

• Translate the PX Operations objectives into a multi-quarter strategy and roadmap for People data and analytics, and own its delivery
• Define the operating model for the program (how requests come in, how work gets prioritized, how the program runs and reports on itself)
• Own the architecture and build-versus-buy decisions for the data and analytics stack
• Represent People data and analytics to PX leadership and cross-functional partners, and set the standards other teams work to
• Build the program and its operations to scale, so resourcing can be added as demand grows
• Define the data governance framework for the People data PX owns (e.g. definitions, ownership, quality criteria, access and retention policies)
• Build the business glossary and data catalog, the canonical definitions for every People metric, field, and entity (e.g. what "headcount," "attrition”, "start date" mean and the sources of truth for each)
• Establish clear owners for each data domain and the mechanism for how a data-quality issue gets raised, routed and resolved.
• Set the quality criteria that define accurate, complete and current data and stand up the monitoring that tracks data and governance health over time.
• Set the privacy, retention and regulatory posture for People data working with legal on requirements.
• Hold the owners of adjacent source systems accountable to our data standards.
• Build and maintain the data models and schemas for People data and the events that change them.
• Define and govern the authoritative records for core People entities.
• Maintain data lineage and mapping (i.e. the traceable path from each system of record, how it’s transformed and when it’s consumed).
• Build the consolidated data layer and the semantic layer that reporting and AI read from (i.e. metrics and dimensions defined once, so every dashboard and every agent reads the same governed definition).
• Lead the design of a modular, multi-table architecture that unblocks point-in-time snapshots, new sources and finer-grained access to the platform.
• Serve as the central point of contact for People data and reporting requests, triage, route, and track them to resolution.
• Product-manage the lifecycle of PX's data solutions through intake, prioritization, roadmap, adoption, and performance.
• Operate access management to ensure teams and partners can get the right data at the right time.
• Maintain the operational backlog and working state of the program including the request queue, the data-product roadmap, etc.
• Build the data literacy program, delivering training and resources that raise the function's ability to read, interpret, and work with data.
• Partner with PX teams to ask better questions of their data and build a data-informed culture.
• Expand self-service adoption helping teams get value from the dashboards and tools.
• Build and maintain People operational reporting products and self-service tools
• Build the operational metrics that show how PX itself is performing (e.g. service levels, cycle times, system and governance health, etc.)
• Partner with PX teams on deeper analysis and analytics consultation that surfaces meaningful insights
• Build toward advanced and predictive analytics (i.e. modeling and data science that anticipate and explain) as the foundation matures enough to support it.
• Lead discovery and user research with PX teams and cross-functional partners to identify needs, map current state and surface pain points
• Produce the opportunity and initiative briefs that define the problem statement, who it affects, the current state and the impact
• Validate the problem and solution hypotheses with users and stakeholders and translate them into the requirements the build runs against
• Design the frameworks, models and standards that structure the work (taxonomy, content model, data model, service blueprint, operating rhythm)
• Define the standards, rules and decision criteria the framework runs on (scope, ownership, versioning, naming, and how the model evolves without breaking what is already in use)
• Design the structures so people and AI work from the same governed source
• Produce the artifacts that bring the framework to life (templates, reference content, tool configuration, lightweight automation)
• Write and edit the first reference assets that demonstrate the standards and patterns
• Configure and maintain the tools and platforms the work runs in
• Build lightweight automation that removes manual steps from the workflow (routing, reminders, validation)
• Build the guides, training and playbooks that make new frameworks, tools and AI capabilities easy to adopt and sustain
• Coach contributors through their first contributions and transfer day-to-day ownership to the teams that run the work
• Plan and facilitate the working sessions that align PX teams and cross-functional partners on shared concepts, terminology and boundaries
• Test what is built with users and in real workflows to validate clarity and usability
• Act as the connection point between PX teams (Total Rewards, Talent Management, People Ops, the HRBPs) and partner functions (Finance, IT, Legal).
• Align partners on the shared standards, terminology and boundaries the work crosses
• Map and manage the dependencies between teams, and keep partners aligned as the work changes (joint reviews, change communications, shared artifacts)
• Product-manage the lifecycle of own solutions/programs (intake, prioritization, roadmap, adoption, performance)
• Maintain the program infrastructure that keeps the work visible (backlog, request queue, roadmap, status reporting)
• Run the operating rhythm of the work (status updates, review cadences, cross-team coordination).
• Monitor performance and adoption and run the continuous improvement loop (retrospectives, applied learnings)

Benefits

• Competitive compensation packages including base, equity, and benefits
• Base salary range for this position is $182,750-215,000

Company Description

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