Join TuSimple and help change the way the world moves.  Together we're making freight transportation safer, more efficient, and more environmentally friendly.

TuSimple Company Overview

Join TuSimple and help change the way the world moves.  Together we're making freight transportation safer, more efficient, and more environmentally friendly.

TuSimple is a fully commercialized autonomous trucking company.   As a multi-national Artificial Intelligence Technology Company, we are at the epicenter of the Autonomous Vehicle Universe. Our breakthroughs are leading the industry in autonomous trucking.  

While inventing the framework of Autonomous Driving, our live fleet of autonomous Trucks have fully evolved land freight.    TuSimple is leading the way by hiring the most talented researchers, engineers, and scientists.  

TuSimple was founded half a decade ago with the goal of bringing the top minds in the world together to achieve the dream of a driverless truck solution. With a foundation in computer vision, algorithms, mapping, and Artificial Intelligence, TuSimple has created the first commercially viable Autonomous Freight Network. 

Opportunity Overview 

The Senior HRIS Data Analyst II, is a data oriented HR professional who builds scalable data foundations at TuSimple, which deliver critical insights and allow for solutions to be created and executed on. He or she helps to create and implement the people analytics roadmap from infrastructure to advanced analytics, and provides input on data reliability, refresh rates, and HRIS functionality. The Senior HRIS Data Analyst II collects, compiles, and analyzes comprehensive HR data, metrics, and statistics, for required reporting, and to provide data summaries and analysis in order to support leadership with making people decisions related to retention, salary budget, recruitment, and legal compliance. 

They are adept at using various data software and tools, and know how to capture and display impactful root-cause and predictive information in ways that resonate with their audience. 

Role Responsibilities

  • In accordance with TuSimple’s objectives and policies and employment laws and legislation, develops and implements advanced and overarching data analyses, data collection methodologies, and other strategies that optimize statistical efficiency and quality of critical HR data. 
  • Collects and compiles HR people data from a variety of sources including the human resource information system (HRIS). 
  • Owns all HR people data reporting such as monthly headcount, headcount projection, turnover and attrition, payroll, and employee data changes.  
  • Creates and maintains visualization tools, including dashboards, and obtains feedback on usability and functionality. Ensures data can be leveraged at the level required to draw insights. 
  • Maintains the quality and consistency of HRIS database information; analyzes current data processes and needs, makes recommendations for, and implements data system improvements. 
  • Conducts periodic audits to ensure data consistency and reliability among multiple tools and data sources; provides suggestions for automation of processes (e.g., scripts); identifies discrepancies and suggests solutions and revised data ownership; helps track on-going improvements to mitigate future risks. 
  • Identifies, analyzes, and interprets trends or patterns in complex data sets. Develops people metric insights and creates methods for root cause and predictive analysis. 
  • Assists in coaching and knowledge sharing with Business HR and HR Operations in order to move into a more data-driven function. Provides support on the best way to use reports and other HR tools and technologies. 
  • Assists in the process cycles for merit increases and bonus disbursements; reviews proposed salary increases and bonus payouts. 
  • Creates standard management reporting capturing all People Analytics for periodic/quarterly/annual distribution. 
  • Contributes to a data-driven culture, and mentors more junior members of the broader HR team in regards to data processes. 

Experience & Skills Required 

  • Bachelor’s Degree in Accounting, Statistics, Business Administration, Economics, Finance, or Human Resources, or a related field.
  • 6+ years of experience in reporting and data analytics, including 2+ years working in an HR capacity/environment
  • Deep statistical, qualitative, and quantitative analysis skills, with the proven ability to utilize data to influence decisions. 
  • Strong ability to perform advanced formulas, power query, tables, conditional formatting, complex pivot tables, VBA and macros. 
  • Strong understanding of applicable data sources, tables, and data relationships. 
  • Experience developing and maintaining data in a relational database environment, such as SQL Server DBA 2005 or later versions. 
  • Previous experience with Paycom, Dayforce, Workday or other HRIS systems. 
  • Advanced MS and/or Google Suite skills; ability to build, maintain, and optimize complex spreadsheets and meaningful presentations. 
  • Experience visualizing data and communicating complex information to technical and non-technical audiences; strong foundation in using statistical and data visualization tools (e.g. SPSS, r. Tableau, Python, PowerBI, etc.) 
  • Solid working knowledge of Human Resources policies, procedures and best practices, including solid knowledge of Federal, State and local employment laws. 
  • Proven ability to de-construct complex data, concepts, and issues, translating into concise recommendations that successfully navigate to resolution, in an organized and methodical framework. 
  • Strong analytical execution with thoroughness, accuracy, and focus on data integrity. 
  • Strong database management skills including the ability to merge, clean and analyze large amounts of data. 
  • Effective written and verbal communication skills. 
  • Excellent executive presentation skills: ability to extract, analyze and present actionable information from complex research.
  • Able to identify risks and opportunities, brainstorm innovative solutions, and drive actions to quick resolution

Behavioral Competencies

  • Strong ability to actively seek opportunities to consult, influence, build and sustain successful relationships and gain alignment with peers, functional partners and/or external partners to accomplish business objectives. 
  • Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting-edge programs and processes. Ability to generate and/or recognize imaginative or creative solutions that generate successful outcomes. 
  • Solid interpersonal skills and the ability to appropriately communicate with a wide range of individual constituencies in a diverse community. Ability to communicate effectively orally and in writing, including translating technical language to a non-technical nature. 
  • Works independently and fosters a cooperative spirit within a large and/or small team of diverse cultures, while working in a fast-paced environment with multiple deadlines and frequently changing priorities 
  • Entrepreneurial self-starter, with proven ability to effectively work in ambiguous environments and support continuous improvement.
  •  Intellectually curious with a strong bias to action.
  • Data-driven, fact-based decision maker with established understanding of business implication. 
  • Highly resourceful, a demonstrated history of independently locating information and resources necessary to accomplish objectives. 
  • Ability to quickly build trust and rapport with a wide range of internal and external stakeholders.
  •  Strong presentation skills with the ability to confidently present to senior management, the Board of Directors, and outside partners. 
  • Comfortable working in an evolving and growing environment that is prone to changes, and managing multiple projects simultaneously. 
  • Demonstrated experience building and improving processes and promoting quality. 
  • Demonstrated ability to manage multiple concurrent assignments while meeting deadlines and demanding quality execution.
  •  Proven ability to work in a matrix organization, tech start-up experience preferred.
  • Proven ability to maintain steady leadership throughout aggressive deadlines, changing priorities, and evolving operations, as common to progresive start-up environments.

Preferred Skills and Experience

  • Preferred Master’s in Business Administration, Accounting, Statistics, Economics, Finance, or Human Resources, or a related field. 

TuSimple Benefits

  • 100% employer-paid healthcare premiums for you and your family
  • Breakfast, lunch, and dinner served every day
  • Full kitchens on every floor with unlimited snacks, drinks, special treats, fruits, meals, and more
  • Gym membership reimbursement
  • Monthly team building budget
  • Learning/education budget  
  • Employer-paid life insurance
  • Employer-paid long and short disability

TuSimple is an Equal Opportunity Employer. This company does not discriminate in employment and personnel practices on the basis of race, sex, age, handicap, religion, national origin, or any other basis prohibited by applicable law. Hiring, transferring and promotion practices are performed without regard to the above-listed items.

Brown University, California Institute of Technology, Carnegie Mellon University, Columbia University, Cornell University, Dartmouth College, Duke University, Georgia Institute of Technology, Harvard University, Harvey Mudd College, Massachusetts Institute of Technology, North Carolina State University, Northwestern University, Princeton University, Purdue University, Rice University, Rose - Hulman Institute of Technology, Stanford University, Tufts University, University of California — Berkeley, University of California — Los Angeles, University of Illinois--Urbana-Champaign, University of Maryland--College Park, University of Massachusetts--Amherst, University of Michigan--Ann Arbor, University of Notre Dame, University of Pennsylvania, University of Southern California, University of Texas Austin, University of Washington, University of Wisconsin--Madison, Williams College, Worcester Polytechnic Institute (WPI), Yale University, MIT, CMU, Waymo, Uber, Facebook, Uber, Amazon, Cruise, Tesla, Argo AI, Baidu, DIDI, Zoox, Nutonomy, Nuro, Aptiv, Pony.Ai, Kodiak, Toyota, Nissan, GM, Ford, VW, Autonomous Car, Autonomous Driving, Robotics, Artificial Intelligence, Machine Learning, Deep learning, Perception, Prediction, Planning, Control, Anduril Industries, Sift, Nauto, Tempus,  Salesforce,  Automation Anywhere, SenSat, Phrasee, Defined Crowd, Pymetrics,Siemens, Socure, AEye,,, Verkada, DataVisor,, AlphaSense, Icertis, Casetext, Blue River Tech, Nvidia, Bright Machines, Orbital Insight, Brighterion, H2O, Intel, Clarifa,, Zebra Medical Vision, Iris AI, Freenome, Neurala, Akamai, Zoho, ServiceNow, SalesForce, Oracle, Tableau,Splunk,Cvent, Veeam,Atlassian, DocuSign, Dropbox, Veeva Systems, Proofpoint, Cornerstone, Qualtrics. New Relic, Okta, Intralinks, MuleSoft, Freshworks, Slack, Twilio, Anaplan, Stripe,  Workfront, Smartsheet, Zuora, OutSystems, Coupa, Cylance, Elastic, Zoom, SailPoint, BlackLine, iCIMS, Digitate, Qualys, Kareo, DataStax, DiscoverOrg, Siteimprove, Druva, Centrify, Looker, SimilarWeb, Odoo, Kyriba, Sumo Logic, Sisense, PagerDuty, DigitalOcean, Liquid Web, Zaloni, Databricks, ServiceTitan, Fastly, SnapLogic, Mendix, Couchbase, Egnyte, Seismic,, Justworks, Collibra, ActiveCampaign, Schoology, SalesLoft, Cylynt,

Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at TuSimple are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.