Director, People Analytics

THE ROLE

At Everpure, we're at the beginning of a deliberate, ambitious transformation: building a world-class people analytics function from the ground up. This is not a role for someone who wants to optimize an already-running engine. This is a role for a builder.

As Director, People Analytics, you will own the foundation — standing up a trusted data infrastructure, establishing the right metrics and governance, and then progressively layering insight, automation, and AI on top of it. You'll partner closely with HR leadership, Finance, and IT, and you'll lead a small but growing team (including a direct report and matrixed Bangalore-based reporting team). Your first challenge will be to get our people data in order, building for the future while developing key insights that will help shape that future. 

If you have experience building a foundation for scale and you've spent the last few years experimenting with AI tools, rethinking how workforce data should flow, and imagining what a truly insight-driven HR function looks like — you're exactly who we're looking for.

WHAT YOU'LL DO

• Build the Foundation First Conduct a rigorous audit of our current data infrastructure, metric definitions, and reporting workflows. Your early mandate is to reduce our core reporting cycle from days to minutes — establishing clean, reliable, and scalable data pipelines that everything else is built on.
• Architect for the Future Design and incrementally deliver a self-service analytics ecosystem — starting with dependable descriptive reporting, then building toward diagnostic, predictive, and ultimately prescriptive analytics. You'll know what "done" looks like at Level 5, even when you're building at Level 1.
• Govern Global Workforce Data Establish unified metric definitions, data governance standards, and quality controls across all regional HR platforms. Create a single, trusted source of truth that HR, Finance, and business leaders can actually rely on.
• Drive AI-Enabled Acceleration Identify and pilot automation and AI tools that eliminate manual, repetitive workflows and accelerate insight generation. 
• Influence Executive Decisions Through Storytelling Translate complex data into clear, compelling narratives for senior leadership. You make workforce data accessible and actionable — whether that's identifying retention risk, tracking hiring efficacy, or connecting people outcomes to business performance.
• Build Cross-Functional Trust and Partnerships Navigate and earn credibility with stakeholders who are hungry for real business outcomes. Partner with IT, Finance, and Total Rewards to integrate HR data into the broader enterprise ecosystem — building bridges, not silos.
• Lead and Grow the Team Manage a direct report and a matrixed Bangalore-based analytics team. Create clarity of purpose, prioritization, and growth for your team as the function scales.
• On-Site Collaboration: We are primarily an in-office environment and therefore, you will be expected to work from the Office - CA office in compliance with Everpure’s policies, unless you are on PTO, or work travel, or other approved leave.

WHAT YOU BRING

• Builder Mindset You've seen what a mature people analytics function looks like — and you know how to build toward it from an early stage. You're energized, not deterred, by the work of standing things up. You can operate at both the strategic and hands-on level, whatever the moment calls for.
• HR Domain Fluency You understand the employee lifecycle — from recruiting and onboarding to performance, engagement, retention, and offboarding. You know which HR metrics actually matter to business leaders, and you can speak both HR and business fluently.
• Data Infrastructure & Engineering Acumen Hands-on experience designing or overseeing data pipelines, data warehouses, and integration architecture (e.g., Snowflake, Workday, Visier, or equivalent). You know what it takes to go from disparate data sources to a unified, reliable reporting layer.
• AI Curiosity and Applied Fluency You've been experimenting with AI tools for the last few years — not just reading about them. You can identify practical use cases for automation and AI within HR analytics and have started putting them to work, even if at small scale.
• Visualization and Storytelling Proficiency in BI tools (Tableau, Power BI, or equivalent) paired with the ability to craft executive-ready narratives. You make data approachable, intuitive, and decision-driving — not just technically correct.
• Stakeholder Credibility and Change Management Experience managing expectations with frustrated or skeptical stakeholders, building trust over time through consistency, transparency, and results. You can articulate the "why" of people analytics in a way that resonates with both HR and the business.
• Data Governance and Privacy Strong working knowledge of data governance principles, metric standardization, and international data privacy requirements (GDPR, CCPA, and others). You treat data as a shared organizational asset and govern it accordingly.
• People Management Experience leading small analytics teams, including geographically distributed team members. You invest in your team's growth and create an environment where experimentation and rigor coexist.

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