People Analytics Lead

Location: Tyler, TX (in office)

Are you the person who catches what others miss?

Do you take pride in clean data, tight processes, and systems that actually work? Do you believe accountability starts with visibility—and visibility starts with getting it right?

If so, we’re looking for you.

You don’t just run HR processes—you execute them with purpose.

You don’t just track data—you turn it into clear insight that drives performance.

You don’t just build systems—you ensure they reflect how the business actually operates.

Our next People Analytics Lead will own the execution engine behind our People Team—managing HR operations, maintaining systems, and delivering the metrics that drive accountability across the organization.

If you’re looking for strategy without execution, this isn’t it.

If you’re wired for accuracy, process discipline, and ownership—we want to hear from you.

Clements Fluids exists to unearth and unleash the God-given potential in every well and every person we encounter. Since 1985, we’ve built relationships on a foundation of trust, discipline, and excellence, delivering the highest quality products and services in the oil and gas industry. Over the years, Clements Fluids has become a trusted advisor in the field.

We encourage our team to learn and grow in their faith, build intentional and uplifting relationships with co-workers, and bring light into the industry. We remain a purpose-driven, family business with over 100 employees and 10 locations.

Clements Fluids is looking for incredible people to join our team and help accomplish our mission. Together, we will make sure the job is Well Done!

Step 1 - To apply: follow this link: Clements Fluids Career Page 

Step 2 - Must complete: Clements Fluids Survey

People Analytics Lead – Top 5 Responsibilities

Enable organizational accountability by executing core HR processes, ensuring system accuracy, and owning the development, tracking, and reporting of people and organizational performance metrics that provide clear visibility into business execution and results.Top 5 Responsibilities 1. Execute Core HR Operations with Accuracy and Consistency

• Manage benefits administration (enrollment, billing, open enrollment)
• Oversee HRIS setup and maintenance (employee profiles, time off, job data)
• Coordinate background checks, drug testing, and onboarding compliance
• Manage leave of absence processes (FMLA, STD, etc.)
• Ensure all employee records are accurate, complete, and compliant
  
  

2. Own Systems that Support Performance and Accountability

• Configure and maintain HRIS to support performance management and tracking
• Ensure systems reflect company expectations, processes, and workflows
• Support leaders and HRBP in using systems effectively
• Identify system gaps and drive improvements
  
  

3. Own and Deliver People & Organizational Performance Metrics

• Develop and maintain reporting across:
• RPRS
• turnover
• hiring progress
• development completion
• LMA execution
• company and functional performance metrics (aligned to KRAs)
• Partner with leadership to ensure metrics are clearly defined, measurable, and consistently tracked
• Deliver dashboards that provide visibility into both people and business performance

4. Track Execution and Accountability Across the Organization

• Monitor completion of:
• onboarding programs
• performance reviews
• development conversations
• required training
• Track adherence to key business and people processes
• Proactively identify gaps in execution and escalate to HRBP and leadership
• Ensure accountability is visible and measurable across teams

5. Ensure Compliance and Process Integrity Across the Employee Lifecycle

• Ensure adherence to company policies and employment regulations
• Maintain audit-ready documentation and processes
• Partner with HRBP to ensure policies are applied consistently
• Identify risks and proactively address compliance gaps
  
  

People Analytics Lead – RequirementsEducation

Preferred

• Bachelor’s degree in:
• Human Resources
• Business Administration
• Finance / Accounting
• Analytics / Data-related field

Nice to Have (not required):

• HR certification (SHRM-CP, PHR)
• Coursework or exposure to:
• data analysis
• business metrics
• systems/process design

Experience

Required

• 3 years of experience in one or more of the following:
• HR Operations
• HR Generalist (with strong systems/process exposure)
• Payroll / Benefits administration
• Business operations or reporting roles

Must Have Experience In:

• HRIS systems (setup, maintenance, reporting)
• Benefits administration and vendor coordination
• Employee lifecycle processes (onboarding, status changes, terminations)
• Compliance processes (LOA, documentation, audits)
• Working with data, reports, or dashboards
  
  

Strongly Preferred:

• Experience building or improving:
• processes
• workflows
• tracking systems
• Experience supporting:
• performance management systems
• or operational reporting

Bonus

• Experience in:
• multi-site operations (plants, field, etc.)
• fast-paced or scaling environments
• Exposure to:
• business metrics (revenue, margin, utilization, etc.)

Skills

• Attention to Detail & Accuracy
• High level of precision in data and process execution
• Ability to manage multiple details without errors
• Strong follow-through
• Process Discipline & Organization
• Ability to build, document, and follow structured processes
• Keeps work consistent and repeatable
• Maintains organization across systems and tasks
• Data & Metrics Orientation

• Comfortable working with numbers, reports, and trends
• Ability to:
• track metrics
• identify gaps
• highlight risks

Not just reporting—but making data useful

• Systems Thinking

• Understands how processes connect across:
• hiring
• onboarding
• performance
• reporting
• Able to identify breakdowns and improve workflows
• Accountability & Ownership
• Takes responsibility for outcomes, not just tasks
• Ensures work is completed accurately and on time
• Escalates issues proactively
• Communication

• Able to communicate:
• data clearly
• process expectations simply
• Supports clarity across the organization
• Comfort Supporting Decision-Making
• Provides data and insight
• Supports HRBP and leadership
• Does not need to “own the room”

Traits / Behavioral Fit

• Detail-oriented
• Structured
• Reliable
• Process-driven
• Calm under pressure
• Comfortable with repetition and consistency
• Internally motivated by “getting it right”
  
  

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