Manager, Talent & Workforce Analytics, Global Strategic Workforce Planning

Job Summary

As Daiichi Sankyo continues its growth journey, our ability to anticipate future talent needs is a key business imperative. We are building a world-class Global Strategic Workforce Planning (SWP) & Insights capability under the leadership of the Vice President (Head of Global Talent, Performance and Development) and the Senior Director (Global Head of Global SWP). Be the technical engine of this capability and its trusted data partner: build, automate and own the data analytics solutions that power our workforce strategy, and lead the sourcing, validation and modelling of the data those solutions depend on, working directly with stakeholders across our globalizing network. Support the delivery of the SWP process and approach through the design, delivery and automation of the process, analytics and insights. This is a senior, hands-on data analyst role combining deep technical expertise with the credibility to lead data conversations. Partner closely with the Senior Director, who owns executive engagement and senior-stakeholder facilitation, and the Director, who owns the analytical framing and leads the consultative projects and working sessions with BUs and HR. Collaborate with HR Information Systems and Processes to ensure data models, platforms and tools align with global workforce analytics needs. Scope includes DSE, DSI and DSJ, and may extend to other regions/management units as the business model evolves.

Responsibilities

Workforce Planning, Analytics & Insights

• Build, maintain and enhance the workforce analytics models supporting strategic workforce planning and delivery model design, delivering against the scope, methodology and design direction defined by the Snr Director / Director
• Run supply/demand forecasting and scenario modelling: build the scenarios that explore the outcomes of different strategies, and analyze workforce segmentation (critical roles, skills, geographies, capacity) to surface talent risks, gaps and trends
• Analyze global workforce trends, turnover and talent-pipeline data to surface risks and opportunities
• Deliver the predictive and prescriptive analytics — the models and outputs — that inform strategic workforce decisions and talent deployment (the Director and Senior Director own the resulting recommendations and decisions)
• Translate requirements into robust data models and clear, reliable outputs — co-running data-requirement working sessions with stakeholders to do so
• Provide analytical support, as capacity allows, to other TPD CoE teams (e.g. talent partners, Inclusion & Diversity)

Data Governance & Reporting

• Lead the technical development, maintenance and automation of our core analytics products — the global SWP dashboard, the DS scenario-modelling tool, and recurring reports — delivering actionable insights to HR and business leaders
• Aggregate and integrate workforce data from HR and business/ finance systems into reliable, analysis-ready datasets (cleaning, validation, transformation, merging, aggregation)
• Lead data collection and validation across the network: build trusted relationships with data owners and stakeholders across regions to source, reconcile and validate the data our models require — the critical groundwork in a federating, newly-global organization
• Partner with HRIS teams to enhance upstream data structures and reporting capability for global talent metrics
• Act as the team's technical expert on complex data and technology challenges, including access rights, data privacy and security protocols
• Write and maintain clear documentation for code, data structures and processes to enable knowledge transfer

Strategic Partnership

• Collaborate with Global Talent, Performance & Development leadership and with HR, Finance, Corporate Business Planning and business stakeholders to deliver the SWP priorities on the data and delivery side
• Support the Senior Director's and Director's planning discussions with analytical input and interpretation
• Contribute to alignment with enterprise frameworks and planning standards
• Provide high-level support for operational workforce planning by keeping data and tools accurate and reliable, and managing expectations on technical delivery
• Present and explain complex findings clearly, building the visualizations and data narratives that make insight land
• Work collaboratively with the team to provide high-level support for operational workforce planning by ensuring the data and tools are accurate, reliable and meet business needs, managing expectations from an implementation and technical delivery perspective

Continuous Improvement

• Stay current on workforce-analytics best practice, emerging technologies and market trends, especially in AI and workforce planning
• Identify and lead opportunities to automate and improve efficiency through advanced tools and methods
• Evaluate new data sources to strengthen workforce insight
• Contribute to building analytical capability and sophistication within HR

Qualifications

Education Qualifications
Bachelor's Degree required Master's Degree in a technical field such as Business Informatics, Computer Science, Data Science or Economics — or a field combining technical and social sciences preferred

Experience Qualifications
5+ years of experience ina data-intensive role (Data Analyst, BI Developer, Data Engineer or People Analytics), with complex data solutions personally built and maintained required
Alteryx, MS Power BI, MS Power Automate; modern data platforms (MS Azure, MS Fabric) with relational databases and data-engineering concepts; advanced data manipulation in Python/Pandas and SQL required
Demonstrated experience leading data collection and validation with stakeholders required
Managing project delivery in global and/or multicultural collaboration required
Strong expertise in workforce analytics, HR data interpretation and predictive modelling, used to monitor and anticipate future workforce needs preferred
Technical knowledge of workforce-planning tools, HR systems, and SWP trends including digital-transformation trends preferred
Business acumen translating organizational data challenges into technical requirements; ability to engage and influence senior managers and cross-functional teams preferred
Talent analytics in pharma/biotech, and awareness of best-in-class talent-analytics practice across industries. (Pharma, biotech or life sciences a plus) preferred
Language: Business-fluent English required
Language: Japanese or German preferred


Travel Requirements
Ability to travel up to 20% of the time. may vary based on business requirements