Senior People Science Analyst (12 month FTC)

As a thought leader in HR analytics, you'll combine data across diverse customers and use methods from psychology, economics and business to generate advanced insights into how employee experience shapes outcomes like turnover, sales performance and customer satisfaction. You'll surface trends for the HR community and make complex findings accessible through clear, engaging stories and practical strategies.

The work is technical and customer-facing. You'll listen closely to customers, bring clarity to methodology and reporting, and collaborate with HR leaders, customer-facing People Scientists, Customer Success Managers and Account Managers to develop studies and insight reports for clients and the wider public. You'll also help customers and colleagues build confidence with data.

Because the team is small and the projects are complex, you'll have real ownership over which questions are worth answering and how they get answered.

As part of this team of amazing humans,

You will:

• Lead customer discovery and own studies end to end, from clarifying the business problem and shaping the research question through to design, delivery and recommendations
• Design, clean, combine and explore platform and customer-supplied datasets using robust, reusable approaches that protect participant privacy
• Conduct rigorous statistical analyses across engagement, lifecycle, performance and team effectiveness data, generating actionable and, where appropriate, predictive insights tied to business outcomes
• Use AI tools to accelerate research, analysis, synthesis and communication, while validating outputs, protecting customer data and maintaining methodological rigour
• Collaborate with customer-facing People Scientists on advanced HR analytics projects, applying sound judgment about methods, limitations and trade-offs
• Identify the themes and stories most likely to help organisations improve their culture and business outcomes, then communicate them through clear reports, presentations and internal and external thought leadership
• Create reusable methods, templates and assets; improve internal processes and practices; and negotiate scope, priorities and timelines to deliver high-quality work

You have:

• An advanced degree (Masters or PhD) in organisational psychology, quantitative social science, economics or a related field, or equivalent applied research experience
• Applied experience using quantitative research methods on people or workforce data, ideally connecting survey results to business outcomes
• Strong command of inferential statistics, including regression, multi-level analysis and longitudinal analysis, and the judgment to know which method suits which question
• Working proficiency in R, with real experience cleaning and combining messy datasets from multiple sources
• Experience owning complex analytical work end to end, from an initially ambiguous question through to a clear recommendation or conclusion
• A track record of building decks for HR and executive audiences, and presenting them well
• Strong practical understanding of AI tools and workflows, with the judgment to use them to improve quality, efficiency and insight without replacing methodological rigour
• Experience managing stakeholder expectations on scope, timelines and priorities, including when trade-offs or constraints need to be made explicit
• Experience sharing expertise, improving team practice or creating reusable approaches that help others do better work

You are:

• Curious. You ask open questions, get to the underlying problem and resist offering a solution before you understand it
• An independent owner. You can move complex work forward with limited direction, while knowing when to seek input or challenge an assumption
• A translator. You can make a complex finding land with someone who has no statistical training, without dumbing it down
• A thoughtful methodological partner. You are confident about where your expertise is deep, honest about where it isn't, and clear about the implications
• A multiplier. You share what you know, give useful feedback and leave the team with better methods or assets than you found it with
• Open to feedback and quick to act on it
• Energised by intellectually complex work, and comfortable with the ambiguity that comes with open research questions

Perks & Benefits

At Culture Amp, our people are at the heart of our success. We offer competitive pay and a total rewards package designed to support you at work and in life. This includes:

• Equity through our Employee Share Option Program, so you can share in our long-term success
• Learning programs and coaching to help you thrive and grow
• Quarterly refresh days, an extended end-of-year break and a monthly allowance to support your wellbeing and lifestyle
• Inclusive parental leave from day one
• A MacBook and budget to set up your home workspace, enabling flexibility
• Five annual social impact days to to give back to causes that matter to you
• Medical insurance coverage for you and your family (Available for US & UK only)

Our rewards are designed to support different needs and life stages, recognising that what matters most can vary from person to person.

Research shows that candidates from underrepresented backgrounds may hesitate to apply if they don’t meet every requirement, but your unique experience matters. If you’re interested in joining us, we strongly encourage you to apply and help us build a more diverse and impactful team.

Accommodations & Data Privacy

If you require reasonable accommodations or adjustments due to a disability to complete the online application or to participate in the interview process, please contact and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly.

Culture Amp will retain your CV & personal information for a period of two years (four years for the US) from the date of your application process completion. Culture Amp may contact you in relation to future job opportunities during this time period. For further information please see our privacy policy here or contact .

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Source: Statistisches Bundesamt (Destatis), table; dl-de/by-2-0; StarIn's calculation