Head of People Analytics & Workforce Planning
Location: Cambridge or Gaithersburg
At AstraZeneca, everything we do is underpinned by our dedication to being a Great Place to Work. We recognise that our people are our greatest asset, and we know what’s possible with a talented, diverse team that believes in what science can do!
This is accompanied by a commitment to ensuring that everyone who chooses to work at our company can reach their full potential, perform at their best and make a valued contribution to the enterprise. Together, we perform as a single enterprise team, are champions of inclusion and diversity and are building a culture of life-long learning and development to support us as our company grows, and we prepare to lead into the future.
Are you an analytics leader, who can use data and insights to enable decision for creating high performing enterprise for today and tomorrow?
As the Head of People Analytics you will play a key role in driving our Strategic transformation to enable Growth through innovation and Employee Experience ambition globally across all HR processes and practices .Based in Cambridge, UK or Gaithersburg, US you’ll have ample opportunity to use your passion and expertise to influence the strategy and direction of a global biopharmaceutical FTSE 100 company.
It’s a time of rapid change at AstraZeneca as we pursue market leadership in our core therapeutic areas. Our team vision is to harness the power of data and insights to drive business performance and ensure AstraZeneca is a Great Place to Work. This is a role with considerable visibility, as you partner with senior leaders to ensure that data and analytics drive workforce decisions and workforce planning. Combined with a mix of business partnering, technical leadership, and the delivery of high-quality global analytical outputs, the role also offers a firm platform for career development.
Main duties and responsibilities
You will be part of the leadership team, and represent people analytics throughout the organization and to all levels of seniority. Your responsibilities will include articulating and executing vision and strategy, building a high performing analytics team and community, designing business enabling products and solutions, managing and enhancing people analytics technologies and enablement to ensure analytics is usable, actionable, and valuable for today and into the future as needs evolve and mature.
You will work on all aspects of workforce analytics and workforce planning, as well as working with business areas to identify and predict future people and business needs. You’ll be leading the development of analytical models to address critical strategic challenges, and leading the transformation of our core technology and solutions to enhance the analytics offering. Supporting and challenging the wider AstraZeneca community to enhance their analytical capability and data-driven thinking will also form part of your role.
Vision and Strategy
Create and execute the people analytics vision and strategy, enabling solutions that cut across the entire employee lifecycle, in alignment with HR and business leadership priorities, stakeholder requirements, and business unit requirements. You need to know, or quickly learn, the business, its key metrics and how to make the linkage between the business and talent.
Partner with business leaders and HR functional groups to develop a standard set of HR and talent key performance indicators.
Work with the finance department to achieve enterprise-wide alignment on KPIs and work with them to bring in business outcome data rapidly to the people analytics solutions to show the workforce contribution to outcomes.
Promote a risk-aware culture when it comes to reporting and data. You must ensure efficient and effective risk and compliance management practices by adhering to required standards and processes. Keep on top of changing requirements and practices for maintaining ethical workforce reporting and data handling.
Create and lead Ethically compliant People analytics practice at AZ
Lead HR strategic workforce planning to drive and inform people planning.
Manage people analytics governance, ensuring all projects are prioritized by business value and aligned with other analytics projects in the organization.
Technology, Productization & Industrialisation
Provide a people analytics technology vision, strategy and approach for scalable, efficient and automated processes that enable simple and complex data analysis.
Maintain product excellence on the team to ensure high quality methods to gather and manage large datasets from multiple sources, transforming or cleaning data as necessary in HR Data Lake to build analytics.
Define and then work with HR operations, functional leads, finance and IT to implement standard processes and controls to maintain the analytics and reporting KPI and integrity across systems.
Lead the development and implementation of data analyses, visualizations, and predictive analytics to provide people trends and insights to the rest of the organization.
Choose applicable people analytics technologies to provide reporting, analytics, visualizations, and predictive analytics. Your selection must incorporate into a single system the various source data for HR, talent, engagement, organizational network analysis, operational and business outcome data.
Monitor and regularly upgrade the people analytics platform to address current and emerging business needs..
Lead the development, implementation and maintenance of a standard reporting dashboard across primary stakeholder groups (C-suite, business leaders, HR leaders, HRBPs, etc.). The dashboard should include metrics in support of business monitoring as well as HR monitoring (attract, develop, and retain processes).
Actively pursue the development and ongoing improvement of self-service reporting and analytics tools and capabilities.
Create and implement common methodology and tools for project management, data governance, modeling, and hypothesis testing that is scientifically rigorous.
Implement standard process for operationalizing insights and discoveries and then partner with stakeholders throughout the process and the organization to ensure adoption and value to the organization. Within the culture and skillsets, choose your evangelists to create a data-driven culture from the HRBP or people leader populations.
Develop a standard metric set to provide on-demand, country-specific (if applicable) statutory reporting.
Establish an analytics network leveraging tools and processes to provide standard reports and analyses in a cost efficient and timely manner.
Move rapidly from providing standard reports to providing analytics to drive insights and interventions.
Manage stakeholder relationships to ensure evolving the data and analytic needs of various HR, talent, and people leaders are met.
Communicate with employees at all levels to gain the voice of the customer, explain approaches and results, and consult on analytics services.
Create a people analytics centre of excellence to both support end users and free your team for more advanced analytics.
Enable the HRBP and people leader population to become data-savvy and likewise, enable your data scientists to be HR-savvy.
Represent the organization outside the organization to share best practices and continuously learn new leading practices, and apply within the business as applicable
To be successful in this role will need to demonstrate experience in the following:
Ability to lead and inspire a diverse team to deliver exceptional outcomes
Strong business acumen, confident playing a central role in business discussions and ensuring analytical outputs are business-relevant
Credible, articulate, able to build relationships and influence at the most senior levels
Innovative, creative and resourceful with strong problem-solving skills
Ability to flex style, approach and outputs to suit multiple stakeholders
Ability to maintain a broad network of relationships with a variety of teams across the company
An analytical thinker with high attention to detail and a strong ability to interpret complex data
Ability to guide data scientists to provide robust forecasting & predictive analytics to ensure we make the right people decisions and deliver tangible value to the business
Ability to tell a story with data, through both compelling narrative and impactful visuals
An understanding of Strategic workforce planning methodology, and the ability to use data and analytics to drive workforce planning and ultimately secure the capabilities we need for success
Technical ability to transform our tools and technologies, creating scalable products, solutions & processes that enable HR to be data-driven
Supporting and challenging the wider AstraZeneca community as we drive towards an increasingly data-driven culture
Ability to deploy and manage employee surveys, and interpret and communicate results to guide appropriate action planning
High understanding of data privacy frameworks, and the ethical considerations of using of employee data
So, what’s next?
Are you ready to bring new ideas and fresh thinking to the table? Brilliant! We have one seat available and we hope it’s yours.
Where can I find out more?
Our Social Media, Follow AstraZeneca on LinkedIn https://www.linkedin.com/company/1603/
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Our Company Values & Behaviours underpin everything we do so please take a moment to familiarize yourself with them. You may also want to check out our new R&D Video showing how we turn Science into Medicines.
Competitive salary & benefits package
Advert opening date: 14/04/2021
Advert closing date: 30/04/2021
AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be. We welcome and consider applications to join our team from all qualified candidates, regardless of their characteristics. We comply with all applicable laws and regulations on non-discrimination in employment (and recruitment), as well as work authorisation and employment eligibility verification requirements.