At Snowflake, we are powering the era of the agentic enterprise. To usher in this new era, we seek AI-native thinkers across every function who are energized by the opportunity to reinvent how they work. You don’t just use tools; you possess an innate curiosity, treating AI as a high-trust collaborator that is core to how you solve problems and accelerate your impact. We look for low-ego individuals who thrive in dynamic and fast-moving environments and move with an experimental mindset — who rapidly test emerging capabilities to discover simpler, more powerful ways to deliver results. At Snowflake, your role isn't just to execute a function, but to help redefine the future of how work gets done.

What You'll Do

Help set the direction for AI-powered experiences for HR teams

You'll help define how Snowflake brings AI to the People function, not just contribute to it. Using Snowflake Cortex and the broader AI stack, you'll architect conversational analytics experiences that let HR users ask questions in natural language and get immediate, data-grounded answers they can trust. You own the full vertical: the data layer that powers the AI, the semantic and skill design that shapes what it knows, the evaluation framework that proves it works, and the quality bar that earns executive confidence.

Co-own the data foundations with Analytics Engineering

You'll partner as a senior peer to Analytics Engineering on the design, build, and evolution of the Snowflake data layer that every AI experience depends on. That means jointly scoping data models, making the architectural calls on grain and ownership, translating ambiguous stakeholder needs into engineering work, validating correctness, and ensuring the right access controls are in place. The AI is only as good as the foundation beneath it, and you'll share ownership of getting that right.

Translate stakeholder needs into working products

Partner directly with leaders in the People Team, including at the VP and SVP level, to understand the questions that actually move the business. You'll turn those conversations into structured data models, AI skill definitions, and–where needed–dashboards. You'll also make the calls on what should be self-service, what deserves a one-time deep dive, and what should be automated away.

Deliver actionable people insights that change decisions

You'll work with People stakeholders to surface findings that change what leaders do, whether that's flagging attrition risk in a business unit, identifying bottlenecks in the hiring funnel, or surfacing compensation trends for the ELT. The measure of success isn't a dashboard going live, it's a stakeholder doing something different because of what you showed them.

Own rigor and trust as we scale

AI experiences break in quiet ways when the data drifts. You'll design and own the testing, validation, evaluation, and monitoring frameworks that span the products you build, making sure outputs stay aligned with source systems, business definitions hold, and stakeholders can trust what they're seeing. You codify these patterns so the rest of the team can follow them.

Shape the access and security model for sensitive people data

Help evolve our role-based access model for sensitive HR data, including secure views, row-level policies, and data sensitivity controls for PII and compensation.

Raise the bar across the function

Mentor junior analysts, lead technical reviews, and codify patterns that scale. You'll set the standard for analytical rigor, AI product quality, and stakeholder engagement that the broader People Analytics team operates against.

What We're Looking For

8+ years of experience in analytics, data engineering, analytics engineering, or a closely related field where you've owned data products end to end, or equivalent experience
A clear track record of influencing senior leaders through your work, with concrete examples of decisions or programs that changed because of an analysis or product you led
Strong SQL — you write complex queries and think carefully about performance, grain, and correctness
Deep familiarity with the modern data stack: tools like dbt, Airflow, and Git as part of a collaborative engineering workflow
Strong experience working directly with non-technical and executive stakeholders, with the ability to translate a vague business question into a working data model and explain your thinking without jargon
Strong data quality instincts: you validate your work against source systems, define what "correct" means up front, and don't ship without checking your numbers
Genuine curiosity about AI and where it's going, with a point of view on how it should be woven into analytics work; you can design and build LLM products

Nice to Have

Hands-on experience with Snowflake Cortex, LLM-powered analytics tools, or building conversational data experiences
Familiarity with Streamlit for building lightweight internal apps and dashboards
Background in people analytics: workforce planning, attrition, compensation, or talent acquisition
Python experience for data pipelines, scripting, or automating reporting workflows
Experience designing access controls for sensitive data, including PII and compensation

Every Snowflake employee is expected to follow the company’s confidentiality and security standards for handling sensitive data. Snowflake employees must abide by the company’s data security plan as an essential part of their duties. It is every employee's duty to keep customer information secure and confidential.

Snowflake is growing fast, and we’re scaling our team to help enable and accelerate our growth. We are looking for people who share our values, challenge ordinary thinking, and push the pace of innovation while building a future for themselves and Snowflake.

How do you want to make your impact?

For jobs located in the United States, please visit the job posting on the Snowflake Careers Site for salary and benefits information: careers.snowflake.com

Staff Analyst, People Analytics