Sonatype
Website:
sonatype.com
Job details:
Sonatype is the software supply chain security company. We provide the world’s best end-to-end software supply chain security solution, combining the only proactive protection against malicious open source, the only enterprise grade SBOM management and the leading open-source dependency management platform. This empowers enterprises to create and maintain secure, quality, and innovative software at scale.
As founders of Nexus Repository and stewards of Maven Central, the world’s largest repository of Java open-source software, we are software pioneers and our open-source expertise is unmatched. We empower innovation with an unparalleled commitment to build faster, safer software and harness AI and data intelligence to mitigate risk, maximize efficiencies, and drive powerful software development.
More than 2,000 organizations, including 70% of the Fortune 100 and 15 million software developers, rely on Sonatype to optimize their software supply chains.
Role Summary
The Senior People Analytics & Systems Analyst is responsible for delivering high-quality workforce analytics, executive reporting, and actionable people insights that enable data-driven decision making across the organization. This role partners closely with HR leadership and business stakeholders to transform workforce data into meaningful dashboards, trends, recommendations, and executive narratives.
The Analyst owns the People reporting strategy, dashboard development, workforce metrics, and recurring business reporting while ensuring the integrity and consistency of People data. The role also leverages AI and automation to improve reporting efficiency, insight generation, and operational effectiveness.
Working in close partnership with the HR Systems Architecture & Process Optimization Manager, this role serves as a functional systems super user, providing operational support, data validation, user testing, and backup administration while focusing primarily on analytics rather than system design or architecture
Key Responsibilities
People Analytics & Dashboard Management
- Design, build, and maintain scalable dashboards and reporting solutions that support People, Finance, and business leaders.
- Develop executive dashboards that provide clear visibility into workforce health, organizational effectiveness, talent, and operational performance.
- Continuously improve reporting to increase usability, consistency, and business insight.
- Establish and maintain standardized workforce metrics, KPI definitions, and reporting methodologies.
- Ensure reporting is timely, accurate, and aligned with evolving business priorities.
Reporting & Business Insights
- Develop and maintain recurring reporting supporting workforce planning, headcount, hiring, compensation, engagement, retention, diversity, organizational health, and compliance.
- Translate complex workforce data into clear business insights, trends, and recommendations.
- Prepare executive- and Board-level reporting materials, visualizations, and data narratives.
- Partner with HR Business Partners and functional leaders to answer strategic business questions through data.
- Support quarterly business reviews, annual planning, Board materials, and executive presentations.
Data Quality & Governance
- Maintain high standards for People data quality through ongoing audits, validation, reconciliation, and documentation.
- Partner with the HR Systems Architecture Manager to establish consistent data definitions and governance standards.
- Identify reporting inconsistencies and proactively resolve data integrity issues.
- Support data cleanup initiatives required for HR technology transformation projects.
- Maintain documentation for reporting logic, business rules, and metric definitions.
AI-Enabled Analytics & Reporting
- Leverage AI tools to improve reporting efficiency, automate recurring analysis, and accelerate insight generation.
- Develop AI-assisted reporting workflows that reduce manual effort while maintaining data quality.
- Identify opportunities to improve reporting through intelligent automation.
- Promote responsible use of AI within People Analytics while adhering to company governance standards.
- Stay current on emerging AI capabilities relevant to workforce analytics and reporting.
Systems Support & Business Partnership
- Serve as a functional super user across People systems including ADP, 15Five, Lever, and future HR technology platforms.
- Provide reporting expertise and user acceptance testing for new system implementations, enhancements, and upgrades.
- Support system configuration testing and data validation during technology transformation initiatives.
- Assist with user troubleshooting and reporting-related questions.
- Provide backup support for routine system administration activities as needed.
- Partner closely with the HR Systems Architecture & Process Optimization Manager to ensure reporting requirements are incorporated into system design and implementation.
Qualifications
- 5+ years of experience in People Analytics, HR reporting, workforce planning, business intelligence, or HRIS reporting.
- Demonstrated expertise building executive dashboards and translating workforce data into actionable business insights.
- Advanced proficiency with Excel and reporting/visualization tools.
- Strong understanding of HRIS data structures and workforce data management.
- Experience preparing executive and Board-level reporting.
- Ability to communicate complex data clearly to non-technical audiences.
- Experience with ADP required.
- Experience with 15Five, Lever, Mercer/Comptryx, or similar HR platforms preferred.
- Experience leveraging AI tools to improve reporting, analytics, or operational efficiency.
- Understanding of data governance, privacy, and responsible AI practices.
- Strong attention to detail with exceptional analytical, problem-solving, and storytelling skills.
Success Measures
Success In This Role Will Be Demonstrated Through
- Trusted executive dashboards that drive business decisions.
- Accurate, timely, and scalable workforce reporting.
- Improved data quality and reporting consistency.
- Reduced manual reporting effort through automation and AI.
- High stakeholder satisfaction with People Analytics support.
- Strong partnership with the HR Systems Architecture & Process Optimization Manager to enable successful technology transformation initiatives.
Things That We Are Proud Of
- 2024 Built In Best Places to Work: Sonatype was named to the Washington DC 100 Best Places to Work list.
- European Enterprise Awards 2023: Sonatype has been named a winner of the European Enterprise Awards in the Best Enterprise SaaS Provider
- Constellation AST Shortlist: Sonatype has been listed on the Constellation Shortlist for Application Security Testing for 2024
- Data Breakthrough Awards: Sonatype was announced as a 2024 winner in the "Open-Source Data Solution of the Year"
- SD Times: Best in Show Security
- Fast Company Best Workplaces for Innovators 2024
- The Herd Top 100 Private Software Companies 2024
- 2023 Leader in Forrester-Wave for Software Compensation Analysis
- 2023 Gartner's Magic Quadrant
- Company Wellness Week - We shut down company operations for a week to enable all employees to spend time pursuing personal growth and enjoying much needed and deserved rest.
- Diversity & Inclusion Working Groups
- Parental Leave Policy
- Paid Volunteer Time Off (VTO)
At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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