Business Intelligence Analyst

• Serve as a subject matter expert (SME) in equity compensation valuation, expensing, and disclosures in accordance with ASC 718 and ASC 260
• Manage production support requests, from initial intake and triage through resolution and implementation
• Assist clients in understanding financial reporting calculations, reconciliations, expense recognition, and disclosures
• Support client reporting needs by interpreting requirements and aligning solutions with system capabilities
• Monitor account health and proactively identify and mitigate reporting risks
• Maintain development item logs and coordinate enhancements with Product and Support teams
• Produce documentation such as release notes and reporting updates for internal stakeholders
• Collaborate cross-functionally with Product, Sales, Relationship Management, and Support teams
• Support sales efforts by participating in client demos, presentations, and RFP responses
• Analyze regulatory guidance and industry trends affecting equity compensation reporting

Financial Reporting Analyst

• Define, document, and enforce HR data governance policies, data definitions, metadata, and lineage
• Maintain a data dictionary and feature catalog for HR domains, including metric definitions and 3rd party datasets
• Act as subject-matter expert for HR data elements (hire-to-retire), data flows, and master records
• Monitor, measure, and improve data quality (completeness, accuracy, consistency, timeliness, uniqueness); investigate root causes and coordinate remediation
• Implement data-validation rules, data-quality dashboards, Key Performance Indicators (KPI), and Service Level Agreement tracking
• Manage exception and reconciliation processes with HR operations, Talent Acquisition, Development and HR IT teams
• Support reporting and analytics by providing data context, certified datasets, and guidance on usage
• Ensure HR data handling adheres to privacy, security, and retention policies (e.g., GDPR, CCPA); coordinate with Legal, Privacy and Security teams
• Deliver user training and change management on data-management and usage best practices and governance processes
• Participate in AI/ML model governance lifecycle: intake, review, approval, monitoring, and decommissioning for HR models
• Review datasets used for training/validation: confirm representativeness, label quality, feature provenance, and linkage to canonical HR records
• Evaluate model inputs and outputs for appropriateness, interpretability, and the absence of impermissible/sensitive attributes unless explicitly justified and approved
• Define and apply evaluation criteria and metrics relevant to HR (accuracy, calibration, precision/recall, and fairness measures such as demographic parity or equalized odds) and interpret their operational implications
• Require and review documentation artifacts: model cards, data lineage, feature catalogs, version history, evaluation reports, and risk assessments
• Ensure explainability, human-in-the-loop controls, and decision-review processes for models influencing hiring, promotion, compensation, performance management, or disciplinary actions
• Monitor post-deployment performance and drift; trigger alerts, remediation, or retraining when thresholds are exceeded
• Enforce data minimization and privacy-preserving techniques (de-identification, synthetic data, access controls) for model training and inference
• Maintain or review audit trails for model predictions and decision logs to support investigations and compliance requests
• Coordinate model risk reviews and approvals with Ethics/AI governance, Legal/Privacy, Security, and HR leadership
• Educate HR stakeholders on model capabilities, limitations, appropriate use, and reporting obligations

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Financial Reporting Analyst

Senior Business Intelligence Architect – Governance