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People Data Analyst Hadrian · Los Angeles, California, United States $150k–180k 64 days ago On-site Analyst

Workforce Systems Analyst Hadrian · Torrance, CA, United States $70k–95k 160 days ago On-site Analyst

Workforce Knowledge Analyst Hadrian · Torrance, CA, United States $90k–115k 160 days ago On-site Analyst

Analyst

64 days ago

People Data Analyst

Hadrian · Los Angeles, California, United States

Pay

$150k–180k

Setting

On-site

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Hadrian - Manufacturing the Future

Hadrian is building autonomous factories to reindustrialize America. By combining AI, advanced software, robotics, and full-stack manufacturing, we help aerospace and defense companies build rockets, satellites, aircraft, ships, and other mission-critical systems up to 10x faster and at significantly lower cost.

Following our $1.37B Series D at a $7.87B valuation, Hadrian is rapidly expanding our manufacturing footprint, launching new capabilities across welding, casting, forging, electronics, additive manufacturing, and more, while scaling our Factory-as-a-Service platform to transform how critical products are built.

Backed by leading investors including JPMorgan Chase, Valor Equity Partners, Andreessen Horowitz, Founders Fund, 137 Ventures, Lux Capital, T. Rowe Price, and Morgan Stanley, we’re building the future of American manufacturing—and looking for exceptional people to help make it happen.

If you’re ready to take on the most challenging and rewarding work of your career while helping create American manufacturing jobs for generations to come, you’re exactly who we’re looking for.

The Role:

We are looking for a highly analytical and mission-driven People Data Analyst to join our People team. In this role, you’ll be the connective tissue between People Systems, Data Engineering, and People leadership, translating raw People and business data into the insights that shape how we hire, organize, and grow.

You’ll partner closely with our People Systems Engineer and Data Engineering team to help define the data model that underpins our People stack, and you’ll own turning that foundation into dashboards, reports, and analysis that recruiting, People leadership, and the broader business leadership team rely on to make decisions.

This is a build-from-the-ground-up opportunity: you won’t inherit a mature analytics function with years of dashboards and definitions already in place. You’ll help define what “good” looks like, the metrics that matter, the data model that supports them, and the reporting infrastructure that scales with a hypergrowth company. You’ll also help define how AI augments this work, from automating recurring reporting to building natural-language interfaces over People data in partnership with People Systems.

What You’ll Do

Design and build dashboards and self-serve reporting (e.g. in Tableau, Superset) once the underlying data infrastructure is in place, and own their accuracy and adoption going forward
• Define and standardize core People metrics time-to-fill, attrition, span of control, headcount vs. plan, and similar in partnership with People leadership
• Translate business questions from People and Recruiting leadership, and executive stakeholders into clear analytical approaches, and deliver insights that directly inform decisions
• Partner with the People Systems Engineer and Data Engineering team to define and evolve the People data model
• Connect People data to broader business metrics (e.g. headcount vs. revenue or production output, productivity, cost per hire relative to business growth) to give business leadership a complete picture of how people investment tracks with company performance• Partner with People Systems to identify and prioritize opportunities to use AI and natural language interfaces to make People data more accessible; helping non-technical stakeholders query and explore data without needing to build a new report each time
• Own data quality and governance for People analytics; establishing definitions, validating accuracy, and ensuring leadership can trust the numbers without having to double-check them
• Conduct ad hoc and deep-dive analyses (e.g. attrition drivers, hiring funnel efficiency, organizational design) that go beyond standard reporting to answer emerging business questions

What We’re Looking For

6+ years of experience in data analytics, business intelligence, or people analytics, with a track record of delivering insights that influenced real business or People decisions
• Strong SQL skills and comfort working directly in a modern data warehouse (e.g. Snowflake, BigQuery, Redshift) to build and maintain your own queries and data models, rather than relying solely on pre-built tables
• Hands-on experience building dashboards and reports in a BI tool such as Looker, Tableau, Superset including the underlying data modeling, not just the visualization layer
• Experience partnering with engineering or data engineering teams to define data models and requirements - you can speak both “business question” and “data model” fluently
• Demonstrated experience with core People/HR metrics and the employee lifecycle including recruiting funnel, headcount planning, attrition, compensation, performance and how they’re typically modeled
• Comfortable operating with high autonomy in a fast-moving, ambiguous environment — you can define your own roadmap in partnership with stakeholders rather than waiting for fully-scoped requirements

What Will Set You Apart

Direct experience partnering with a People Systems or engineering function to define a Peopledata model from the ground up
• Experience with Rippling or similar HRIS platforms, and familiarity with how ATS, finance, and workforce data typically integrate with HR systems
• Experience using AI tools (e.g. LLM-powered analysis, natural language querying over structured data, AI-assisted reporting) to scale analytics work and reduce manual reporting burden
• Experience supporting People analytics in manufacturing, defense, or other complex multi- population environments (e.g. exempt and non-exempt populations across multiple sites)
• Prior experience as the first or founding People analytics hire at a high-growth company, building reporting infrastructure rather than maintaining an existing one

Compensation

For this role, the target salary range is 150,000 - 170,000 (actual range may vary based on experience).

This is the lowest to highest salary we reasonably and in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, geographic location, performance, and business or organizational needs.

Benefits for Full-time Employees

Medical, dental, vision, and life insurance plans for employees
401k
Relocation support may be provided for certain situations, based on business need.
Flexible vacation policy
Equity

ITAR Requirements

To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR .

Use of AI in hiring

Hadrian uses AI-assisted tools in our recruiting and hiring processes to help our team work more efficiently. This may include tools that help organize and analyze recruiting data, as well as an AI-powered notetaker that can record and transcribe interviews and help coordinate feedback. These tools support our team and are not used to make hiring decisions. All candidate evaluations and hiring decisions are performed by humans. If an interview will be recorded, you will be notified in advance and may opt out at any time with no impact on your candidacy. Candidate data processed through these tools is subject to the same protections described in our Privacy Policy.

Hadrian Is An Equal Opportunity Employer

It is the Company’s policy to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race inclusive of traits historically associated with race (including, but not limited to, hair texture and protective hairstyles, such as braids, locks and twists), color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, transgender status, national origin (including, in California, possession of a drivers license), ancestry, citizenship, age, physical or mental disability, height or weight, medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, genetic information, exercise of reproductive rights, any other basis protected by local, state, or federal laws, or any combination of the above characteristics. When necessary, the Company also makes reasonable accommodations for disabled candidates and employees, including for candidates or employees who are disabled by pregnancy, childbirth, or related medical conditions.

Listed by Hadrian for a position based in the United States. Employers on this board attest they are hiring domestically.

Analyst

160 days ago

Workforce Systems Analyst

Hadrian · Torrance, CA, United States

Pay

$70k–95k

Setting

On-site

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Hadrian - Manufacturing the Future

If you’re ready to take on the most challenging and rewarding work of your career while helping create American manufacturing jobs for generations to come, you’re exactly who we’re looking for.

The Role

Hadrian is building the most advanced manufacturing platform in the world, and Workforce Development is the team responsible for ensuring our people can keep pace with it. At the center of that work is a system of documentation, skills tracking, and compliance content that the entire training program depends on. Without it, technicians cannot be trained, certified, or production-ready at the pace Hadrian requires.

Workforce Systems is the central function within Workforce Development responsible for unlocking new capabilities and enabling scale across Hadrian's factories. As the pace and complexity of that work grows, we are looking for a Workforce Systems Analyst to own the execution that keeps it all running. We need someone who takes pride in accuracy and consistency, can translate raw capability knowledge into structured content across multiple systems, and understands that the work they produce has a direct impact on what happens on the factory floor.

What You'll Do

Capability Knowledge Coding: Take raw capability information and structure it into the systems the workforce depends on, including skills matrix entries, standard documentation, written evaluations, and compliance course assignments.
Content Revisioning: Manage the revision process for existing documentation and system content as processes change, ensuring updates follow WFD revision control standards and are published accurately across all relevant systems.
New Process Documentation: Collaborate with Training Specialists and SMEs to understand new processes and develop accompanying documentation once a process has been cleared for technician handoff.
Trainee Handbooks: Collaborate with Training Specialists and SMEs to identify foundational knowledge requirements for each role and develop trainee handbooks that introduce key concepts.
Documentation Maintenance: Audit, reformat, and maintain training documentation across all active stations to ensure content meets current WFD standards. Publish approved documentation and manage access requests to maintain audit compliance.
Skills Matrix Administration: Enter, maintain, and update skills data and organizational requirements within the skills matrix platform based on defined processes and structures.
LMS Administration: Maintain existing compliance courses, enter and edit data as needed, and build e-learning content for compliance-related topics.
System Hygiene: Ensure documentation spaces, skills data, and certification records are consistently accurate, well-organized, and ready for internal and external audits.

What We're Looking For

Attention to detail: you catch errors, inconsistencies, and gaps before they become problems. You understand that accuracy in documentation and systems data directly affects training quality and audit outcomes.
Knowledge translation: you can take raw or unstructured information from an SME, engineer, or governance team and convert it into clear, structured content across multiple systems.
Revision control: you treat documentation as a controlled asset. You manage updates through the proper process, ensure nothing is published outside of approved standards, and keep content accurate as things change.
Systems literacy: you pick up new tools quickly and work within multiple platforms with discipline, regardless of the specific system.
Organization: you can manage a queue of documentation requests, content builds, and administrative tasks without dropping items or losing track of status.
Communication: you can work with SMEs, Training Leads, and other partners to gather information, clarify requirements, and close open loops without needing heavy direction.