Vast is developing next-generation space stations and space infrastructure using an incremental, hardware-rich, and capital-efficient approach. Vast is rapidly developing its multi-module Haven Station to support a continuous human presence in space for America and its allies, enabling advanced microgravity research and manufacturing, and supporting a growing space economy for government, corporate, and private customers. Haven Demo’s 2025 success made Vast the only operational commercial space station company to design, build, and operate its own spacecraft in orbit. Next, Haven-1 is targeted to become the world’s first commercial space station, with launch anticipated in 2027, followed by additional Haven modules. Additionally, the company recently announced two new offerings leveraging its space station components and the heritage of Haven Demo: Vast Satellite, a high-power satellite product line; and Vast Lunar Systems, power, communications, and habitats for the Moon.
Headquartered in Long Beach, California, and with more than 1,000 employees and over a billion dollars in private capital, Vast has built the facilities capable of manufacturing America’s next space station. The company plans to develop future habitats and systems for Mars, dedicated modules for government partners, and other crewed systems designed to unlock the expanding long-term space economy.
Vast is looking for a Staff People Analytics Partner, reporting to the Director, Talent Development, to support the development of the systems and teams that will be required for the design and build of artificial-gravity human-rated space stations.
This will be a full-time, exempt position located in our Long Beach, CA location.
As the founding member of People Analytics, you’ll build the function from a blank page: the data foundation, the first dashboards, the metrics everyone trusts, and the analyses that shape how Vast hires, develops, and retains its people. You’ll start as a hands-on individual contributor, with a clear path to building and leading the team as it grows.
Your First Year
Timeframe
What You Will Deliver
First 90 days
Audit People data across Rippling, Pave, Greenhouse, Lattice, and Cornerstone. Partner with Information Systems to design a unified People data model.
By 6 months
Attrition modeling that identifies what drives turnover and who may be at risk, with retention recommendations leaders can act on.
By 12 months
Longitudinal performance vs. potential analysis for talent reviews and succession planning, core self-service Tableau dashboards, and a shared People metrics library.
Ongoing
Internal consulting on high-impact questions from Recruiting, Compensation, People Operations, Employee Relations, and Talent Development.
What You Will Do:
Build the foundation
- Lead a full audit of People data quality, completeness, consistency, and governance
- Partner with Information Systems on a unified People data model that becomes the single source of truth
- Define standard People metrics and KPIs, with clear definitions, calculation logic, and documentation
Deliver insight leaders act on
- Build attrition and flight-risk models and turn the findings into practical retention strategies
- Analyze what drives hiring outcomes, retention, performance, and engagement
- Evaluate People programs and policies with rigorous methods, including causal inference where it fits
- Support pay equity reviews, market benchmarking, and merit and promotion modeling
- Build workforce planning and headcount forecasting models
Make data self-service
- Design and maintain Quarterly Business Review (QBR) dashboard for executives (ex: Tableau dashboards for headcount, hiring funnel, attrition, compensation, performance, learning, and engagement.)
- Enable key stakeholders to access data for common reporting needs (talent review data, performance data, succession planning summaries by department)
Partner and influence
- Help People leaders find their highest-value questions and scope them into clear projects
- Present findings clearly and persuasively to executives and non-technical audiences
- Champion the privacy, security, and ethical use of employee data, including strict confidentiality when working with Employee Relations
Build the function
- Own the People Analytics strategy and roadmap
- Create the processes and standards the team will scale on, and help shape its future structure and hiring
Minimum Qualifications:
- Bachelors in Statistics, I/O Psychology, Economics, Data Science, or a related field
- 8+ years in People, Workforce, or HR Analytics, or a closely related quantitative role
- Advanced SQL, including data modeling and data quality auditing
- Hands-on experience in a data warehouse (Snowflake, BigQuery, Redshift, or Databricks)
- Advanced Tableau, including dashboards built for leadership audiences
- Strong applied statistics, including regression and inferential methods
- Experience building attrition or retention models
- Experience handling confidential employee data
- A track record of influencing senior stakeholders with clear recommendations
Preferred Skills & Experience:
- Masters or PhD in Statistics, I/O Psychology, Economics, Data Science, or a related field
- R or Python
- Survival analysis, multilevel or longitudinal models, or Bayesian hierarchical modeling
- Causal inference (difference-in-differences, propensity score matching, regression discontinuity)
- Pay equity and compensation modeling
- Modern ELT tools (Fivetran, Airbyte, dlt, dbt)
- Using AI and agentic tools (such as Claude Desktop or Claude Code) to speed up analytics work
- Survey design and psychometrics (reliability and validity)
- Familiarity with EEO-1, CCPA, and employment data compliance
- Experience in aerospace, defense, or other technical environments
- Experience as the first analytics hire or building a function from scratch
Additional Requirements:
- Fully onsite at our Long Beach, CA location.
- To conform to U.S. Government export regulations, including the International Traffic in Arms Regulations (ITAR), applicant 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
We calibrate level and compensation to the selected candidate's experience and demonstrated capability. We welcome applicants across a range of experience levels to apply.
COMPENSATION AND BENEFITS
Base salary will vary depending on job-related knowledge, education, skills, experience, business needs, and market demand. Salary is just one component of our comprehensive compensation package. Full-time employees also receive company equity, as well as access to a full suite of compelling benefits and perks, including: medical, dental, and vision coverage for employees and dependents, generous paid time off; up to 20+ days of vacation for exempt staff and up to 10+ days of vacation for non-exempt staff with the ability to cash-out unused vacation annually, paid parental leave, short and long-term disability insurance, life insurance, access to a 401(k) retirement plan, ClassPass credits, personalized mental healthcare through Spring Health, and other discounts and perks. We also take pride in offering exceptional food perks, with snacks, drip coffee & onsite barista, cold drinks, and dinner meals remaining free of charge, and lunch subsidized as part of Vast’s ongoing commitment to providing high-quality meals for employees.
EQUAL OPPORTUNITY
Vast is an Equal Opportunity Employer; employment with Vast is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status.
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