New York, New York, United States
Remote only
Role Title: Director, People Analytics and Insights
Reports To: SVP, People
Priority Application Date: Monday, Aug 10, 2026 at 11:59PM ET.
Location: Remote
WHAT YOU’LL DO
At Teach For America, we are inspired by a single mission: one day, all children will have access to an excellent education. Achieving this mission requires that we have the talent, leadership, and systems needed to support our staff and drive impact in communities across the country.
As the Director, People Analytics and Insights, you will lead the strategies, systems, and storytelling that help TFA better understand our workforce, strengthen staff experience, and make more evidence-based talent decisions. You will transform complex workforce data into actionable insights that help leaders understand trends, evaluate the effectiveness of talent strategies and practices, identify opportunities, and make decisions that improve staff experience and organizational health.
We are seeking a strategic and hands-on analytics leader who combines analytical and technical expertise with systems thinking, strong judgement, and compelling storytelling. The ideal candidate can move fluidly between building analytical solutions, informing TFA-wide talent systems, and establishing the data practices and capabilities needed to advance TFA’s People priorities.
WHAT YOU’LL BE RESPONSIBLE FOR
Reporting to the SVP, People, the Director, People Analytics & Insights will lead TFA’s people analytics strategy. The Director will establish clear strategies and priorities, manage complex cross-functional initiatives, and build the systems and organizational capabilities needed to support stronger talent decisions.
Key responsibilities include:
Lead people analytics strategy and measure talent outcomes (30%)
Define and execute a People Analytics strategy and roadmap aligned with People Team priorities and organizational goals.
Establish meaningful measures for understanding workforce trends, staff experience, engagement, performance, retention, representation, mobility, and organizational health.
Partner with People Team leaders and organizational stakeholders to identify key talent questions, determine appropriate analytical approaches, and translate findings into recommendations.
Establish an intake and prioritization approach for analytics requests, balancing recurring organizational needs with emerging questions and longer-term capability building.
Translate data into actionable talent decisions (25%)
Analyze workforce data and synthesize findings into clear recommendations for People Team leaders, executives, and cross-functional partners.
Design, administer, and analyze staff surveys and other data collection methods including engagement, pulse, and employee-lifecycle listening.
Partner with People Team, Technology & Data, Finance, and business leaders to identify opportunities, risks, and trends related to workforce planning, talent investments, performance, and retention.
Build reporting, analytics and data governance capabilities (25%)
Develop and continuously improve scalable dashboards, reporting tools, and analytics solutions that enable stakeholders to access and understand People insights.
Establish and refine data governance practices that ensure People data is accurate, accessible, ethical, and aligned with organizational standards.
Assess existing data sources, systems, and reporting practices to identify gaps, and recommend improvements to TFA’s people analytics infrastructure.
Partner with technology and data teams and broader TFA data communities to align data architecture, governance, and practices..
Advance a culture of data-informed decision making (20%)
Build data fluency across the People Team and broader organization by creating tools, resources, and guidance that help leaders interpret and apply insights.
Translate technical findings into clear visualizations, summaries, presentations, and actionable recommendations for technical and nontechnical audiences.
Develop compelling narratives and presentations that tell the story behind the data and help stakeholders understand the staff experience.
Stay current on emerging practices in people analytics,, staff listening, AI, and automation to assess their responsible application at TFA.
REQUIRED EXPERIENCE AND SKILLS
4+ years of progressive experience in data analytics, people analytics, workforce analytics, business intelligence, or a related field.
Bachelor’s Degree or an equivalent combination of education and relevant professional experience.
Demonstrated experience developing or implementing people analytics strategies, operating practices, or organizational reporting solutions.
Experience analyzing workforce or staff data and translating findings into actionable recommendations that inform talent and organizational decisions.
Experience designing, administering, and analyzing staff surveys or other forms of organizational research.
Experience developing reports and dashboards using business intelligence tools (e.g., Power BI, Tableau, or similar).
Proficiency with SQL, including experience querying and combining data from relational databases or analytical data models.
Advanced proficiency with Microsoft Excel and PowerPoint, including analyzing data and developing executive-ready materials.
Strong analytical skills, including the ability to integrate multiple data sources, identify meaningful patterns, test assumptions, and distinguish evidence from interpretation.
Strong project management skills with the ability to manage multiple priorities and navigate ambiguity effectively.
Exceptional written and verbal communication skills with demonstrated success building trust, influencing decisions, and creating alignment across stakeholder groups and varying levels of leadership.
Strong systems thinking and the ability to understand the connections across the employee lifecycle, including talent acquisition, onboarding, engagement performance, development, and retention.
A demonstrated commitment to equity and the ability to examine how talent practices and outcomes may vary across demographic groups, roles, levels, teams, and organizational contexts.
Preferred:
Experience with People Analytics or HR data within a People/HR function.
Experience with Workday or another Human Resources Information System (HRIS) reporting tools.
Experience with staff-listening platforms such as Culture Amp or similar systems.
Experience establishing data governance frameworks, metric frameworks, data quality standards, and operational practices.
Experience leveraging AI-enabled tools and automation to improve analytics workflows, reporting, and operational efficiency while applying safeguards..
YOUR FUTURE TEAM
The People Team enables TFA’s mission by ensuring the organization has the talent, leadership, and systems needed to deliver sustained impact. We steward talent across the full lifecycle and build the people infrastructure that supports, develops, and deploys staff to drive strong outcomes for students and communities.
The Director, People Analytics & Insights will play a critical role in strengthening how TFA understands its workforce, evaluates the effectiveness of its talent strategies and practices, and uses evidence to shape talent strategy and decisions.
This role will partner closely with People Team functions, Technology & Data teams, Finance, and leaders across the organization to ensure data is leveraged as a strategic asset in attracting, developing, and retaining talent.
YOUR COMPENSATION
The applicable salary range for each U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost of labor index in that geographic area. Starting pay for the successful applicant will depend on a variety of job-related factors, which may include education, training, experience, location, business needs, or market demands. New hires are typically brought into the organization at a salary between the range minimum and the salary range midpoint depending on qualifications, internal equity, and the budgeted amount for the role. The expected salary ranges for this role are set forth below. These ranges may be modified in the future.
TIer A: $74,300 - $97,500
Tier B: $81,000 - $106,300
Tier C: $87,600 - $115,000
You can view which tier applies to where you plan to work here.
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