Full-Time HR Data Analyst

Virta Health is pioneering a new standard of care for people to reclaim their lives. We are in the midst of a public health crisis: obesity rates are at an all-time high and over half of US adults have type 2 diabetes or prediabetes, and despite billions spent on new treatments, outcomes are largely worse. Virta reverses these diseases and delivers life-changing results by pairing individualized nutrition with ongoing care from a clinical support team. We’re looking for a HR Data Analyst. This role serves as the system owner for our HRIS, managing configuration, data integrity, and system improvements in partnership with IT and vendors. They support key People workflows by building reliable reporting infrastructure and delivering accurate, actionable insights through dashboards and ad hoc analysis. This role collaborates across Talent, Total Rewards, Finance, and IT to streamline processes, ensure data flows seamlessly, and help us better leverage technology to improve the employee experience.

Responsibilities

1. HRIS Ownership & Optimization: Serve as the system owner for our HRIS, managing configuration, workflows, and data integrity. Partner with IT and vendors to implement system upgrades, integrations, and new modules. Troubleshoot issues and act as the primary point of contact for HRIS-related questions.
2. People Analytics & Reporting: Run and ensure the data quality of reports used to guide business decisions, including the reporting infrastructure for workflows like talent reviews, performance and compensation cycles, employee engagement planning, and more. Build dashboards and decks that deliver actionable insights to People leadership and business partners. Provide the data backing for Ad Hoc requests and asks across the people function.
3. Cross-Functional Collaboration: Work closely with Talent, Total Rewards, Finance, and IT teams to ensure HR data flows accurately and securely between systems. Recommend and implement efficiency gains for common workflows. Serve as a thought partner on how we leverage technology and data to improve the employee experience and business outcomes.

90 Day Plan People & Priorities

• Meet 1:1 with key stakeholders across TR, HR, IT, Finance, and Exec teams to understand needs and expectations and establish communication cadences.
• Audit current HRIS setup: workflows, permissions, integrations, data quality.
• Create or update system documentation, including data flow maps and access protocols.
• Identify and prioritize fixes or improvements to core workflows (e.g., onboarding, job changes).
• Propose a 6–12 month HRIS improvement plan, aligned to business and team needs.
• Define and document "core metrics" (e.g., headcount, turnover, DEI, internal mobility).
• Set up a scalable process for ongoing reporting and on-demand data requests.

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