People Analytics Manager

About Omnidian Omnidian, Inc. is a fast-growing Series C tech-enabled service company revolutionizing performance assurance for the distributed solar and energy storage industries.  Omnidian is building a more sustainable future for the planet through our passionate teams, our innovative technology, and by creating an amazing customer experience. We are a certified B Corp, headquartered in Seattle, WA
The Job

Omnidian is looking for a People Analytics Manager to help us make better decisions about how we hire, develop, reward, and retain our people. You’ll bring together data from across our people systems, build reporting leaders can trust, and turn what you find into clear recommendations. 

Reporting to the Head of People & Culture, you’ll partner with People Business Partners, Recruiting, L&D, Finance, and leaders across the business and geographies. This is a highly visible seat as we expand the People Team to Costa Rica, there is lots of opportunity for growth — your analysis will shape real decisions about how a growing, global company invests in its people.

What You'll Do

At Omnidian we believe in trust and autonomy. How you create an impact is ultimately up to you. Here is an outline of some of the things you’ll be doing:- Build reliable reporting across engagement, recruiting, workforce planning, and organizational health.

• Connect data from Lattice, Rippling, and recruiting systems to identify trends and show leaders what’s working.
• Lead total rewards analysis, including equity and cap table forecasting, compensation benchmarking, and the relationship between rewards and engagement.
• Partner with People Business Partners, Recruiting, and L&D to turn findings into workforce plans, hiring priorities, and program improvements.
• Use AI tools to work efficiently while validating results and maintaining data quality.
• Help teams get more value from Rippling, Lattice, Carta, and Pave as a skilled user and analytics partner.
• Proactively surface emerging risks and opportunities, from narrowing talent pipelines to reward programs that may need adjustment

Who You Are

• You use AI tools daily and know when to trust them and when to double-check them.
• Handed a messy dataset split across systems that don’t talk to each other, you get curious, not annoyed.
• You care how comp, engagement, recruiting, and workforce data connect to business performance — not just how to pull the numbers.
• You are a senior individual contributor with the drive to grow your career.

Experience You’ll Need