People Operations & Analytics Intern

About the role

Nerdio is building the infrastructure that powers Microsoft cloud at scale - and our People team is building the infrastructure that powers Nerdio. This internship puts you at the center of two high-impact initiatives: cleaning and governing the data that drives our people strategy, and documenting the operational playbook that keeps our HR engine running. 

You'll work hands-on with real systems, real stakeholders, and real data - and leave with artifacts your future employers will actually want to see. 

What you'll do

Project 1: People Data Integrity Audit & Governance Framework 

Our people data is only as useful as it is accurate. You'll audit key HR data fields in Rippling, surface inconsistencies, and help us build a governance framework that ensures our analytics are trustworthy - today and as we scale. 

What you’ll deliver in Project 1: 

• Integrity audit across core data fields: demographics, job titles, compensation bands, and employment type 

• Root-cause analysis of data errors or mismatches, in partnership with system owners 

• A "People Data Governance Framework" defining ownership, correction cadence, and escalation paths 

• Before/after data snapshot showing measurable accuracy improvements 

• Identifying – as well as building – data focused dashboards to enable the People team and business leaders to identify trends and insights 

Project 2: HR Operations Standard Operating Procedure (SOP) Playbook 

Consistency is a superpower in a fast-scaling company. You'll map our most important HR workflows - across Rippling, Remote.com, benefits vendors, and leave management - and turn tribal knowledge into a repeatable, documented playbook the whole team can use. 

What you’ll deliver in Project 2:  

• Audit of 5–8 core HR workflows (onboarding, offboarding, offer letters, policy reviews, benefits processes) 

• Identification of manual steps, gaps, and inconsistencies across platforms including Rippling, Remote.com, Principal, BCBS, and Tilt 

• 2–3 documented, improved process maps with clear ownership and decision points 

• A finalized "HR Operations SOP Playbook" for ongoing internal use; in particular, playbook for talent acquisition and onboarding activities 

Stretch --> Project 3: AI in the Employee Lifecycle - Pilot Research 

If time allows, you'll explore where AI can add real value to recruiting and performance management at Nerdio — researching what leading companies are doing, evaluating tools, and helping design a pilot use case with your sponsor. 

What you’ll deliver in Project 3:  

• Landscape research: how peers and competitors are using AI in talent acquisition and performance 

• One AI-assisted recruiting or performance use case — scoped, documented, and pilot-ready 

• A concise business case covering benefits, risks, and a path to scale 

Qualifications

• Rising junior or senior studying HR Analytics, Business Intelligence, Information Systems, Data Science, or a related field — or any major with demonstrated analytical coursework or experience 

• Proficient in Excel or Google Sheets; exposure to BI tools (Power BI, Tableau, Looker) or SQL is a strong plus 

• Comfortable working with messy, real-world data — finding patterns, flagging inconsistencies, and drawing conclusions 

• Systems thinker: you naturally ask "how does this connect to everything else?" 

How you work 

• Strong written and verbal communicator — you can translate data findings into plain language for non-technical stakeholders 

• Detail-oriented without losing sight of the bigger picture 

• Self-directed and curious; you don't wait to be told what's broken — you go find it 

• Collaborative by default; this role requires partnership across People, IT, and Operations teams 

Bonus points 

• Any exposure to HRIS platforms (Rippling, Workday, BambooHR, etc.) 

• Experience designing or documenting processes or workflows 

• Interest in AI tools and how they apply to HR or business operations 

Nerdio is committed to a diverse and inclusive workplace. Nerdio is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.