Right now, our people data setup is… let’s say early stage.
We operate across ~20 countries, but:
data sits in different places
reporting is mostly manual
definitions aren’t always consistent
dashboards are limited
and we’re not getting the insights we should be
At the same time, the business is growing fast and expects proper, data-backed decisions — especially around hiring, retention, compensation, and benefits.
This role exists to help us go from reactive spreadsheets → actual people insights.
What you'll do:
Map out what people data we have (and where it lives)
Clean it up, structure it, and make it usable
Coordinate across functions to maintain data quality maintenance
Help define consistent metrics (headcount, attrition, hiring, etc.)
Work with People Ops, Finance, and systems owners to fix gaps
2. Build reporting we can trustMove us away from one-off reports and manual pulls
Create repeatable, reliable reporting
Own core dashboards (headcount, attrition, hiring, diversity, etc.)
Make sure numbers actually reconcile across teams
Upskill the team on basic reporting and use of tools
3. Create dashboards people will actually useBuild simple, clear dashboards for:
People team
Leadership
Focus on insight, not just data dumps
Use modern tools (BI platforms, not just spreadsheets)
4. Support compensation & benefits analyticsPartner closely with C&B on:
Gather all the benefit data from various sources and systems
benefits usage and cost analysis
pay analysis
5. Help us get more AI/data-savvyBring ideas on how we can use AI/tools to:
automate reporting
surface insights faster
reduce manual work
We’re not looking for hype - just practical improvements that work
6. Improve how our systems talk to each otherWork across HRIS, ATS, payroll, and other tools
Help improve data flows and integrations (with support from tech where needed)
Be the person who actually understands how people data connects end-to-end
What you'll have:
1–5 years experience working with data, analytics, or BI
Preferably come from a tech, SaaS, or product-led environment
Built dashboards and reporting in a real business setting
Strong google sheets and excel user
Essential to be comfortable with SQL and know the basics of python or dbt modelling
Are comfortable working in messy or evolving data environments
- Turning unclear questions into structured analysis
Explaining data in a way non-data people understand
Spotting inconsistencies and fixing them
- Balancing detail with speed (not over-engineering everything)
- Have exposure to people/HR data, compensation, or workforce analytics
- Have worked with multiple systems and data sources
👉 You don’t need to come from HR or People Analytics - we’re happy with candidates from broader data/analytics backgrounds who are interested in applying those skills to people data.
You’re good at:
Bonus if you:
What this role is (and isn’t)
a hands-on builder role
a chance to shape people data from the ground up
high ownership, high visibility
- a pure reporting role
a perfectly set-up data environment
a big team (you’ll be the go-to person for this)
This is:
This isn’t:
What success looks like (first 12 months)
We have trusted, consistent people metrics
Core dashboards are in place and actually used
Manual reporting is significantly reduced, and colleagues can self serve
People & reward decisions are backed by data
Leaders can answer basic people questions without asking 3 different teams
Skills Required
- 1-5 years experience working with data, analytics, or BI
- Built dashboards and reporting in a real business setting
- Strong Google Sheets and Excel skills
- Comfortable with SQL and basics of Python or dbt modelling
- Comfortable working in messy or evolving data environments
- Preferably from a tech, SaaS, or product-led environment
- Exposure to people/HR data, compensation, or workforce analytics
- Experience working with multiple systems and data sources
Kraken Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Kraken and has not been reviewed or approved by Kraken.
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Leave & Time Off Breadth — Flexible working and policies such as flexible or unlimited leave alongside defined PTO and sick time are emphasized. This breadth allows time off to be tailored across regions.
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Healthcare Strength — Core coverage includes medical, dental, and vision in the US with company-paid life and AD&D, plus broad mental health and wellness supports. These provisions indicate robust health protection supplemented by wellbeing resources.
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Equity Value & Accessibility — An equity option scheme and stock options make ownership accessible, with some roles also able to take a portion of pay in digital assets. This expands potential long-term value beyond base salary.
Kraken Insights
What We Do
Kraken delivers transformational tech to utilities around the world to make the global transition to green energy quicker and more affordable. Part of the Octopus Energy Group.
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