People Operations Analyst (Total Rewards & Analytics)

People Operations is the systems, data, and total rewards backbone of our People team. As Apex quickly scales, this role is the analytical engine of the function, bringing data rigor to compensation, benefits, and workforce insight. You'll build the reporting and analysis that help leaders make informed decisions and keep our total rewards programs accurate and compliant.

It's a hands-on role for someone energized by turning data into clarity and building scalable processes in a dynamic, fast-paced environment.

- Turn clean data into decisions. Build reporting, dashboards, and analysis that give People and business leaders reliable insight into headcount, pay, turnover, and program health - and grow into owning People analytics end to end.

- Bring rigor to total rewards. Support benchmarking, compensation cycles, and pay-equity analysis that keep pay competitive, fair, and defensible as we scale.

- Keep total rewards running and data flowing. Administer compensation and benefits accurately and keep our data clean and reconciled across systems.

- Strengthen compliance through data. Produce the analyses and reporting that keep us compliant as a federal contractor operating in a multi-state environment.

- Build and maintain dashboards, recurring reports, data checks, and audit routines - headcount, turnover, compensation, and broader People insights.

- Ensure data integrity across Rippling and connected systems; establish the audits and reconciliations that make our people data trustworthy.

- Deliver ad hoc analysis and clear, decision-ready summaries for the People team and business partners.

- Partner with Finance on people-data and labor-cost analysis as our workforce-planning capabilities develop.

- Support market benchmarking and compensation analysis to inform pay decisions.

- Help maintain and refine our compensation and equity band, leveling, and job documentation.

- Contribute to annual compensation cycles (merit, promotion, equity) and to offer analysis with Talent Acquisition.

- Support pay-equity analysis and California / multi-state pay-transparency and pay-data-reporting requirements.

- Support administration of health/welfare, 401(k), wellness, and leave programs, with a focus on accurate data and eligibility.

- Own the data flow and reconciliation between Rippling, carriers, and payroll; support annual open enrollment.

- Configure and improve Rippling reports, dashboards, and total-rewards-related workflows.

- Support data integration and clean data flow between Rippling and connected systems.

- Prepare and support compliance data and reporting as a federal contractor - AAP, EEO-1, pay data reporting.

- 4+ years in People/HR operations, total rewards, benefits, or people analytics, with experience across compensation, benefits, and HR data and the analytical foundation to deepen quickly.

- Exceptional analytical skills and data fluency - the foundation of this role. Advanced spreadsheet ability and a proven track record of turning data into insight, not just producing reports.

- HRIS experience as a power user; Rippling experience a plus.

- Sound judgment and discretion in handling confidential, sensitive data.

- Comfort in a fast-paced, evolving environment; collaborative, adaptable, and employee-centered.

- Clear communication, being able to translate analysis into recommendations that non-technical partners can act on.

- SQL/RQL for building and customizing dashboards and reports (e.g., in Rippling).

- Progress towards or completion of a relevant total rewards certification (e.g., Certified Compensation Professional (CCP) or Certified Benefits Professional (CBP) ) is a plus.

- Experience in manufacturing, aerospace, or another regulated / federal-contractor environment.

- Familiarity with AAP/OFCCP, EEO-1, and California (and Colorado) pay-transparency requirements.

Designed to deepen as we scale - into either People Analytics & HR Systems (data modeling, dashboards, HRIS optimization, workforce analytics) or Total Rewards / Compensation (bands, merit and equity cycles, benchmarking, rewards governance).