[All remote jobs](https://jobicy.com/jobs.md)[![LaunchDarkly logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/115b7a27-221.jpg)](https://jobicy.com/company/launchdarkly.md)[LaunchDarkly](https://jobicy.com/company/launchdarkly.md) # People Systems, Analytics, and AI Manager Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/launchdarkly.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 103,600–167,530 / yrDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceDirectorPublished1 Nov 2026Apply before1 Dec 2026Listing views54Application actions2Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. LaunchDarkly is seeking an individual-contributor People Systems, Analytics, and AI Manager to own HR systems, workforce reporting, and data governance. The role administers and improves HRIS, applicant tracking, performance, compensation, and learning platforms while maintaining integrations, security, and data quality. It turns workforce data into executive-ready dashboards and recommendations across headcount, hiring, retention, engagement, compensation, and planning. The manager will use AI tools responsibly to accelerate analysis and storytelling while protecting sensitive employee data. Success requires strong stakeholder partnership with People Operations, Finance, Legal, Security, and business leaders in a distributed environment. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a senior, cross-functional role requiring expert HRIS administration, advanced analytics, AI judgment, privacy controls, and independent delivery. The incumbent must translate ambiguous leadership questions into trusted metrics and scalable systems while managing sensitive employee data. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$135,565US market range (per year)$115k–$175k0$192.50k AI insightThe yearly pay period is inferred from the job context; it was not explicitly stated by the employer. The employer discloses a US geographic annual salary range of $103,600 to $167,530, with the applicable amount varying by location, skills, and experience. The overall midpoint across the published lowest and highest bounds is $135,565 per year. Estimated US market compensation for a senior People Systems and Analytics Manager is approximately $115,000–$175,000 annually; this is an AI estimate, not verified salary research. ## Core skills Skills and capabilities most closely associated with this opportunity. [HRIS administration](https://jobicy.com/jobs?search_keywords=HRIS%20administration.md)[People analytics](https://jobicy.com/jobs?search_keywords=People%20analytics.md)[Workforce planning](https://jobicy.com/jobs?search_keywords=Workforce%20planning.md)[SQL](https://jobicy.com/jobs?search_keywords=SQL.md)[Tableau](https://jobicy.com/jobs?search_keywords=Tableau.md)[Data visualization](https://jobicy.com/jobs?search_keywords=Data%20visualization.md)[AI tools](https://jobicy.com/jobs?search_keywords=AI%20tools.md)[Data governance](https://jobicy.com/jobs?search_keywords=Data%20governance.md)[Employee data privacy](https://jobicy.com/jobs?search_keywords=Employee%20data%20privacy.md)[HR systems integrations](https://jobicy.com/jobs?search_keywords=HR%20systems%20integrations.md)[Dashboard development](https://jobicy.com/jobs?search_keywords=Dashboard%20development.md)[Workday reporting](https://jobicy.com/jobs?search_keywords=Workday%20reporting.md)[Compensation analytics](https://jobicy.com/jobs?search_keywords=Compensation%20analytics.md)[Process automation](https://jobicy.com/jobs?search_keywords=Process%20automation.md)[Stakeholder management](https://jobicy.com/jobs?search_keywords=Stakeholder%20management.md) Sample interview questionsHow would you create a trusted headcount dashboard when HRIS and finance data differ?I would first align stakeholders on a written definition of headcount, effective dates, worker populations, and inclusion rules. I would profile both sources, document reconciliation logic and ownership, resolve root data-quality issues, and publish a governed dashboard with refresh timing and metric definitions. Describe how you would use AI to improve People analytics while protecting employee privacy. I would use approved tools and limit inputs to the minimum necessary, preferably aggregated or de-identified data. I would validate generated outputs against source data, retain human review for decisions, apply role-based access controls, and partner with Legal and Security on acceptable-use standards and auditability. What steps would you take to improve HRIS data quality at scale? I would establish data standards, required fields, validation rules, ownership, and recurring quality checks. I would prioritize issues by business impact, automate exception reporting where possible, and provide documentation and training so upstream users understand how their actions affect downstream reporting. How do you translate an executive request such as 'Why is retention changing?' into an analysis? I would clarify the decision to be made, define retention and the relevant employee population, then segment trends by tenure, department, location, manager, level, and other appropriate factors. I would communicate findings with clear caveats, identify likely drivers rather than overstating causation, and recommend practical follow-up actions. How would you prioritize urgent ad hoc reporting requests against longer-term systems work? I would use an intake process that evaluates urgency, business impact, effort, risk, and repeatability. I would fulfill genuinely time-sensitive decisions quickly where possible, but convert recurring requests into automated, documented self-service solutions and communicate trade-offs transparently to stakeholders. Opportunity details ## About this role. ### About the Job: LaunchDarkly is seeking a People Systems, Analytics and AI Manager to be our subject matter expert on HR systems and to turn People data into insights that help business leaders make better decisions. You will build the reports, analytics, and dashboards that tell the story of our workforce, and you will use AI tooling to make those stories faster to create, easier to understand, and more compelling. This is an individual contributor role reporting to the Director, People Programs, Systems and Analytics. You will work closely with People Operations, Finance, and leaders across the business, and you will own your work from question to insight to action. We are looking for someone who combines deep HR systems knowledge with strong analytical skills, creativity in how data is presented, and sound judgment about people data and AI. ### Responsibilities: * Serve as the subject matter expert for our HR systems (HRIS, applicant tracking, performance, compensation, and learning platforms), including configuration, data integrity, security roles, integrations, and release management. * Design, build, and maintain reports, dashboards, and analytics on headcount, hiring, retention, engagement, compensation, and workforce planning that leaders use to make decisions. * Partner with People, Finance, and business leaders to translate questions into clear metrics, definitions, and analyses, and to recommend actions based on what the data shows. * Use AI tools to accelerate analysis and create compelling data stories and visualizations, including automated insights, natural-language summaries, and executive-ready narratives. * Establish and govern People data standards: metric definitions, data quality checks, documentation, and a single source of truth across systems. * Protect employee data by applying privacy, confidentiality, and access controls, and by partnering with Legal and Security on responsible use of AI with People data. * Own the intake, prioritization, and delivery of system and reporting requests, balancing quick turnarounds with scalable, self-service solutions. * Automate recurring reports and manual workflows to reduce effort and errors, and identify new opportunities where systems and AI can improve the employee and manager experience. * Support system projects such as new module rollouts, integrations, data migrations, and annual cycles (performance, compensation, and engagement), including testing, training, and documentation. * Enable People Operations teammates and managers through training, office hours, and clear guides so they can use data and tools with confidence. * Stay current on HR technology, analytics, and AI trends, and bring practical recommendations to the Director, People Programs, Systems and Analytics. ### Qualifications: * 8+ years of related experience in HR systems, People analytics, or HR operations, with hands-on ownership of reporting and dashboards in a technology or high-growth environment. * Expert-level knowledge of at least one major HRIS (for example, Workday, Rippling, or similar), including report writing, calculated fields, and security configuration. * Strong proficiency with analytics and visualization tools (for example, SQL, Tableau, Looker, Power BI, or similar) and advanced spreadsheet skills. * Demonstrated fluency with AI tooling to analyze data, generate insights, and build visualizations and narratives, with sound judgment about accuracy and appropriate use. * Ability to translate business questions into metrics and communicate findings clearly to non-technical leaders. * Strong understanding of data integrity, privacy, and confidentiality practices for employee data. * Proven ability to manage multiple projects and stakeholders independently and deliver on time with attention to detail. * Curious, pragmatic problem solver who enjoys simplifying complex processes and data. * Comfortable working with a highly distributed team across time zones. Nice to Have: * Experience with data pipelines, data warehouses, or scripting (for example, Python or dbt). * Experience with integrations and workflow automation tools. * Knowledge of workforce planning, compensation, or engagement analytics. * Bachelor’s degree in Information Systems, Analytics, Business, Human Resources, or a related field, or equivalent experience. Pay: Target pay ranges based on Geographic Zones* for Level 4: * Zone 1: San Francisco/Bay Area or NYC Metropolitan Area, Boston, Seattle – $121,800 – $167,530** * Zone 2: Irvine, LA, Monterey, Santa Barbara, Santa Rosa, Austin, Portland, Philadelphia, Chicago – $109,700 – $150,810** * Zone 3: All other US locations – $103,600 – $142,450** LaunchDarkly operates from a place of high trust and transparency; we are happy to state the pay range for our open roles to best align with your needs. Exact compensation may vary based on skills, experience, and location. *Within the United States, our geographic pay zones are defined by counties surrounding major metropolitan areas. **Restricted Stock Units (RSUs), health, vision, and dental insurance, and mental health benefits in addition to salary. ### About LaunchDarkly: Modern software delivery was supposed to be the foundation for a thriving digital business but reality has proven otherwise. Slow, inefficient development cycles, costly outages, and fragmented customer experiences are preventing developers from building their best software. The LaunchDarkly platform helps developers innovate on new features faster while protecting them with a safety valve to instantly rewind when things go wrong. Developers can target product experiences to any customer segment and maximize the business impact of every feature. And by gradually rolling out new application components, they escape nightmare “big-bang” technology migrations. The LaunchDarkly platform was built to guide engineers to the next frontier of DevOps by: * Improving the velocity and stability of software releases, without the fear of end customer outages * Delivering targeted experiences by easily personalizing features to customer cohorts * Maximizing the business impact of every feature through the ability to experiment and optimize * Coordinating the release and optimization of software to provide consistent experiences across mobile platforms and device types * Improving the effectiveness and productivity of engineering teams, by providing insights into engineering cadence and stability At LaunchDarkly, we believe in the power of teams. We’re building a team that is humble, open, collaborative, respectful and kind. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, or disability status. LD invites any applicant to review our written Affirmative Action Plan. To do so, contact People Ops at [hr@launchdarkly.com](mailto:hr@launchdarkly.com). Do you need a disability accommodation? Fill out this [accommodations request form](https://docs.google.com/forms/d/e/1FAIpQLSdYb_7upYMtdRVXzvXGHGfQw0pU2FNma-6Rwp-I6NjKm7SYNw/viewform) and someone from our People Operations team will contact you for assistance. Your safety matters to us. To protect yourself from potential scams, LaunchDarkly recruiters will only contact you from [@LaunchDarkly](https://launchdarkly.slack.com/team/UKEE4GBS6).com email addresses or via LinkedIn from “Verified Recruiter” accounts. Be cautious of emails from other domains. Legitimate LaunchDarkly recruiters will never ask for money, fees, or banking information before making a job offer. LaunchDarkly will never make a job offer without conducting a formal interview process. Our interview process does not involve asking detailed questions by email. If you are ever unsure about a communication that you receive, don’t click any links—visit [Careers | LaunchDarkly](https://launchdarkly.com/careers/) directly for confirmed job openings and links to apply. Please notify us of any fraudulent representation by sending an email to [careers@launchdarkly.com](mailto:careers@launchdarkly.com). 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