Director, People Analytics
New
R
Revolution MedicinesOncology biotechnology
Remote (United States)Full-TimeDirector
Salary201,000 - 251,000 USD per year
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Job Details
- Experience
- 10+ years of progressive experience
- Required Skills
- Business IntelligenceWorkday
Requirements
- Bachelor's degree and 10+ years of progressive experience in people analytics, workforce strategy, business intelligence/analytics, management consulting, or a related discipline.
- Leadership responsibility for complex, cross-functional work with enterprise impact.
- Demonstrated success building or materially maturing a people analytics, workforce or business intelligence, or adjacent data/decision capability in a high-growth organization.
- Ability to translate ambiguous business questions into decision frameworks, analytical products, and executive narratives that drive action and trade-offs.
- Deep experience with workforce data, HR technology, and data integration; familiarity with Workday and Greenhouse or comparable HRIS and ATS platforms.
- Experience partnering across HR, Finance, IT, and business leadership on workforce planning, headcount, capacity, labor cost, role approval, or scenario planning.
- Strong analytical and technical fluency to evaluate analytical methods, data quality, and technical solutions.
- Experience creating or advancing data governance, metric standards, quality controls, and adoption practices across stakeholders, systems, and geographies.
- Experience developing analytics strategies, operating models, roadmaps, or scalable analytical capabilities aligned to business priorities.
- Experience building, leading, and developing analytics capabilities and teams through substantial growth.
Responsibilities
- Establish and lead the People Analytics function, including its service model, governance, intake process, roadmap, and measures of value.
- Build a trusted workforce data foundation with source-of-truth models, workforce metrics, data dictionaries, ownership, taxonomy standards, and quality controls.
- Co-own integrated workforce planning with HR Technology, IT/IS, Finance, Talent Acquisition, and HR business partners.
- Design executive decision products for workforce capacity, scenario planning, hiring visibility, location, organization design, talent, promotion, and global growth.
- Prioritize a foundation-first roadmap, determining what to standardize globally, adapt locally, defer, or retire.
- Develop organizational and talent intelligence to identify organizational health, leadership, talent, engagement, and execution risks.
- Create a global-local data model and adoption approach that balances enterprise comparability with local requirements and readiness.
- Build analytical fluency among HR and business leaders so they can interpret insights and act on evidence.
- Recruit, develop, and lead the People Analytics team, scaling capacity as demand and operating readiness increase.
- Set quality, privacy, security, and responsible-use standards for people data, analytics, and AI-enabled use cases.
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