At Daiichi Sankyo, we are united by a single purpose, to improve lives around the world through innovative medicines. With a legacy of innovation since 1899, a presence in more than 30 countries, and more than 19,000 employees, we are advancing breakthrough therapies in oncology, cardiovascular disease, rare diseases, and immune disorders. Guided by our 2030 vision to "be an innovative global healthcare company contributing to the sustainable development of society", we are shaping a healthier, more hopeful future for patients, their families, and society.
About the Role
As Daiichi Sankyo builds a world-class Global Strategic Workforce Planning (SWP) & Insights capability, the Director serves as the Senior Director's key partner and the analytical and consulting bridge at the center of the practice. You will shape the technical and strategic direction of workforce planning, partnering with business leaders and HR globally to translate strategic workforce questions into actionable solutions and insights.
This is a highly visible global role that combines advanced workforce analytics, strategic consulting, and executive stakeholder engagement to support capability, capacity and workforce investment decisions across the organization.
The position can be filled at one of our European affiliates, with a preference for placement in Germany.
Key Responsibilities
Strategic Workforce Planning
- Act as the lead quantitative advisor on workforce planning, using advanced analytics and external trends to shape workforce strategies.
- Lead consultative projects with Business Units and HR leaders, translating strategic workforce challenges into analytical frameworks and actionable recommendations.
- Design and architect workforce planning models covering demand forecasting, skills gaps, attrition risk, succession planning and organizational design.
- Lead the analytical workstream of SWP cycles, turning data and insights into recommendations.
- Own supply/demand forecasting, scenario modelling and workforce segmentation analyses to identify talent risks, gaps and trends.
- Drive the evolution from workforce reporting to predictive and prescriptive analytics.
- Translate commercial objectives into workforce capability, capacity and cost requirements, making trade-offs visible to business leaders.
- Partner with Talent Acquisition, Talent Management, Learning & Development, Inclusion & Diversity and Employee Experience teams to connect workforce insights with broader talent strategies.
Tools, Process & Analytics Development
- Lead the design and specification of workforce planning methodologies, analytical models and tools.
- Drive the development and adoption of scalable SWP tools, templates and processes.
- Partner with Global HR and business stakeholders to continuously improve workforce planning solutions.
- Collaborate with GHRIS and workforce planning colleagues to integrate analytics across the broader talent ecosystem.
Strategic Partnership & Influence
- Lead discussions and working sessions with senior business leaders, HRBPs and executive stakeholders throughout the workforce planning lifecycle.
- Coordinate with Talent, Performance & Development CoE colleagues to align workforce planning with talent and organizational effectiveness initiatives.
- Monitor implementation of workforce plans and ensure enterprise-wide visibility of progress and priorities.
- Co-lead workforce planning awareness and capability-building initiatives across Daiichi Sankyo.
- Serve as deputy for the Head of Global Strategic Workforce Planning & Insights when required.
Team Capability Building & Continuous Improvement
- Coordinate analytical workstreams, set priorities and maintain high standards of analytical excellence and consulting impact.
- Contribute to building workforce analytics capability across HR.
- Provide analytical support to other Talent, Performance & Development teams as needed.
- Stay current on workforce planning, AI, analytics tools and industry best practices.
- Monitor and continuously improve workforce planning effectiveness and outcomes.
Qualifications
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Bachelor's degree required; Master's degree in a quantitative, data science, statistics, economics or organizational field strongly preferred
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8-10 years of experience managing complex workforce planning, people analytics or organizational transformation initiatives
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Proven expertise in workforce analytics, predictive analytics, statistical modelling and data-driven decision making
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Strong understanding of HR disciplines including talent acquisition, talent management, learning, performance, rewards and HR systems
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Extensive experience in human capital consulting, People Analytics or Data Science environments
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Experience within pharmaceutical, biotech or life sciences organizations is an advantage
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Strong stakeholder management and executive communication skills
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Experience delivering projects in global and multicultural environments
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Business-fluent English required; German or Japanese is a plus
