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Reporting to the Director of Operations Analytics & Workforce Optimization, the Business Analyst, Operations Analytics will drive the strategic analytics work for cross-cutting, operations-wide priorities—some of the most critical initiatives in the department. This role sits on the Operations Analytics team within Operations Intelligence and will serve as a high-leverage analytics partner to Operations leadership, helping define what "good" looks like, how we measure it, and how we improve it. This is a full time, fully-remote position, though the ability to be onsite in our NYC office once a week is preferred.

What you'll do:

This role will have two primary categories of work:

Strategic analytics for Ops-wide initiatives:

• Provide the strategic analytics horsepower for major, cross-functional Operations initiatives (e.g., AI transformation efforts) by framing ambiguous problems, identifying decision-critical metrics, and driving analyses that directly shape strategy and execution.
• Translate complex analytics into clear, actionable recommendations for Operations leadership, leveraging AI functionality wherever possible to reduce time-to-insight and increase actionability.
• Build decision-ready narratives for exec audiences: clear problem statements, crisp insights, quantified tradeoffs, and recommended actions.
• Partner cross-functionally (Operations leaders, BI, Product, and other stakeholders) to ensure analytics work is connected to real operational levers and adopted in day-to-day decision-making.

Ops-wide analytics + performance measurement foundation

• Own the creation of core data and reporting groundwork that ensures Operations understands what should be measured, how it's measured, and how we're performing.
• Deliver foundational assets such as:
  • An Operations-wide metrics dictionary (definitions, logic, ownership, refresh cadence, caveats).
  • Recurring Operations performance packages that surface the most critical business metrics and trends.
  • Metric trees that enable faster, more systematic root-cause analysis when performance shifts.
  • Partner closely with leaders across each Operations department and BI partners to align on metric definitions, ensure data quality, and maintain scalable reporting.

What success looks like:

• Clarity and alignment: Operations leadership has shared definitions for key metrics and trusts the measurement system (fewer "metric debates," more decision velocity).
• Adoption: Operations leaders consistently use the reporting foundation and metric trees in business reviews and in-week decision-making.
• Automation leverage: Reduction in manual recurring reporting hours for priority metrics as reporting becomes more durable and self-serve.
• Time-to-insight: Reduced cycle time from "question raised" → "decision-ready output," particularly for exec-facing requests.
• Impact on outcomes: Measurable lift in priority Operations KPIs attributable to initiatives this role supports (improved SLA, quality, efficiency, satisfaction, cost outcomes, etc., depending on initiative).
• Internal partner satisfaction: Ops leaders view you as a trusted strategic partner, not just an analytics provider.

What you'll bring:

• Bachelor's degree in Business, Economics, Engineering, or a similar analytical field; Master's degree preferred.
• 2-4+ years experience in business strategy/analytics or a related role (e.g., consulting, tech, finance), with a track record of driving analytics work that shapes leadership decisions.
• Strong command of data and visualization tools (e.g., SQL, Looker, Hex), and experience building scalable reporting or analytical frameworks.
• Demonstrated ability to partner with senior stakeholders, drive alignment across teams, and move ambiguous workstreams from problem → insight → action.
• Excellent communication and storytelling skills; can synthesize complex analysis into crisp, executive-ready narratives.
• A builder's mindset: comfortable establishing frameworks, processes, and standards in a scaling environment.

The target base salary range for this position is $106,500-$118,000, and is part of a competitive total rewards package including benefits. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay.

Note: We have even more benefits than listed here and below, your recruiter will provide more in-depth information as you continue in the interview process. Benefits are subject to individual plan requirements and eligibility criteria.

• Health, Dental, Vision benefits start on your first day at Spring. You and your dependents also receive access to One Medical accounts HSA and FSA plans are also available, with Spring contributing up to $1K for HSAs, depending on your plan type.
• Employer sponsored 401(k) match of up to 2% for retirement planning
• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents.
• We offer competitive paid time off policies including vacation, sick leave and company holidays.
• At 6 months tenure with Spring, we offer parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents.
• Access to Noom, a weight management program—based in psychology, that's tailored to your unique needs and goals.
• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses.
• Access to Wellhub, which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription
• Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care
• Up to $1,000 Professional Development Reimbursement a year.
• $200 per year donation matching to support your favorite causes.