Strategy & Operations Analyst / Sr Analyst

<div class="content-intro"><h3>&nbsp;</h3> <h3><strong>Why Charlie Health?</strong></h3> <p>Millions of people across the country are navigating mental health conditions, substance use disorders, and eating disorders, but too often, they’re met with barriers to care. From limited local options and long wait times to treatment that lacks personalization, behavioral healthcare can leave people feeling unseen and unsupported.</p> <p>Charlie Health exists to change that. Our mission is to connect the world to life-saving behavioral health treatment. We deliver personalized, virtual care rooted in connection—between clients and clinicians, care teams, loved ones, and the communities that support them. By focusing on people with complex needs, we’re expanding access to meaningful care and driving better outcomes from the comfort of home.</p> <p>As a rapidly growing organization, we're reaching more communities every day and building a team that’s redefining what behavioral health treatment can look like. If you're ready to use your skills to drive lasting change and help more people access the care they deserve, we’d love to meet you.</p></div><h3><strong>About the role</strong></h3> <p>Charlie Health is looking for a Strategy &amp; Operations Sr Analyst / &nbsp;Associate to join our People team. This is not a traditional HR role — it's a strategy and operations job that happens to sit in People. You'll bring the analytical rigor and structured thinking of a finance or consulting background and apply it to one of the highest-leverage functions in the company: how we hire, develop, and retain the people who deliver care. You'll report directly to the Head of People Operations and work at the intersection of workforce planning, data infrastructure, and operational execution.</p> <h3><strong>What you'll own</strong></h3> <p><strong>Workforce analytics &amp; reporting</strong></p> <p>Build and maintain the dashboards, models, and reporting infrastructure that give leadership a clear picture of headcount, attrition, hiring velocity, and workforce health. Turn raw HR data into insights that drive decisions.</p> <p><strong>People program operations &amp; retention</strong></p> <p>Drive execution of key People team programs — from performance cycles and onboarding to engagement surveys and manager effectiveness initiatives. Take direct ownership of company retention programs (e.g., HiPo program, Analyst/Associate Council), including program design, operational infrastructure, and tracking and reporting on program effectiveness. Build the systems that make these programs run at scale.</p> <p><strong>Cross-functional project management</strong></p> <p>Lead and coordin