Astellas is a global life sciences company committed to turning innovative science into VALUE for patients. We provide transformative therapies in disease areas that include oncology, ophthalmology, urology, immunology and women's health. Through our research and development programs, we are pioneering new healthcare solutions for diseases with high unmet medical need. Learn more at Astellas.com .
- *Are you driven to make a real difference in the lives of patients?**
We're seeking passionate individuals who thrive in dynamic environments, embrace new ideas, and aren't afraid to take intelligent risks. People who act with unwavering integrity and are deeply committed to making a tangible impact.
The **People Analytics Partner** is the dedicated engagement lead for assigned HR functions, responsible for translating HR priorities, workforce challenges, and business questions into a clear people analytics roadmap, well\-defined use cases, and measurable business outcomes. Working within People Services and partnering across HRBPs, People Partner, People Enablement, the CPO Office, and other HR stakeholders, the role ensures People Analytics work is aligned to the most important business and workforce decisions.
The role owns intake, triage, stakeholder alignment, prioritization, maturity progression, and value realization for People Analytics demand. The People Analytics Partner works closely with **Senior Analysts** , who design and build analytics solutions and scalable analytical products, and with **Digital X** , which provides platform, access, tooling, pipelines, and infrastructure. The role ensures that People Analytics work moves from **trusted data to insight, from insight to action, and from action to business value** , with success measured through improved **Effectiveness, Efficiency, Experience, and Equity**
- *Responsibilities and Accountabilities:**
- *Strategic Partnership Across HR Functions**
- Serve as the dedicated People Analytics Partner for assigned HR stakeholders across functions such as People Services, HRBPs, People Partner, People Enablement, and the CPO Office.
- Build strong understanding of each function’s priorities, operating context, workforce challenges, pain points, and decision needs.
- Act as the primary engagement layer between HR stakeholders and the People Analytics delivery team.
- Build trusted relationships with senior HR stakeholders and position People Analytics as a strategic partner rather than a reactive reporting service.
Ensure People Analytics priorities are aligned to function goals, enterprise commitments, and the broader People Services agenda
- *Intake, Triage and Prioritization**
- Own intake of People Analytics and reporting demand for assigned HR functions through the agreed People Analytics \& Reporting engagement model.
- Assess requests for strategic relevance, business value, repeatability, scalability, urgency, and delivery feasibility.
- Translate stakeholder asks into clear problem statements, use cases, decision questions, target users, expected outputs, and success criteria.
- Prioritize demand against agreed OKRs, roadmap commitments, available capacity, and enterprise priorities.
- Distinguish between requests requiring standard reporting, deeper analysis, productized solutions, automation opportunities, or escalation to platform and data teams.
Maintain visibility of demand, trade\-offs, sequencing, and delivery priorities for stakeholders and People Analytics leadership.
- *Use Case Definition and Analytics Maturity Uplift**
- Help HR functions progress from reactive and ad hoc reporting toward more mature descriptive, diagnostic, predictive, and decision\-oriented analytics use cases.
- Identify where reporting, analytics, automation, self\-service, and AI\-enabled reporting can create the greatest value.
- Coach stakeholders on how to frame requests in terms of decisions, actions, and measurable outcomes rather than only data outputs.
- Develop and maintain function\-level analytics roadmaps that move stakeholders from lower to higher analytics maturity over time.
- Support a shift from low\-value recurring reporting toward scalable products, self\-service, and insight\-led decision support.
Promote consistent use of People Analytics as a driver of better decisions, efficiency, experience, and fairer outcomes.
- *Delivery Orchestration Across Senior Analysts and Digital X**
- Partner with Senior Analysts to convert prioritized use cases into clear, delivery\-ready requirements, business rules, user needs, and success measures.
- Provide the business context, intended users, decision points, and expected value required to guide solution design and delivery.
- Work with Digital X and relevant technology or data teams where platform, pipeline, access, infrastructure, or tooling dependencies exist.
- Ensure work is routed to the appropriate team with clarity on ownership, sequencing, and expected deliverables.
- Support stakeholder review, business validation, testing, sign\-off, and launch readiness from a business and adoption perspective.
Partner with Senior Analysts and other delivery stakeholders to ensure outputs are scalable, relevant, and fit for purpose.
- *Insight Translation, Adoption and Value Realization**
- Ensure analytics outputs are translated into clear business insights, decision support, and actionable recommendations for HR stakeholders.
- Support stakeholders in understanding what the analysis means, what actions are available, and what follow\-through is required
- Own business\-side accountability for uptake, relevance, and practical use of analytics products and insights within assigned functions.
- Track whether deliverables improve decision quality, reduce manual effort, improve stakeholder or employee experience, or support fairer and more consistent outcomes.
- Measure value realization using the **4Es framework** : **Effectiveness, Efficiency, Experience, and Equity** .
Identify opportunities to improve adoption, simplify outputs, evolve use cases, or redirect effort where value is not being realized
- *Governance, Definitions and Trusted Data Alignment**
- Partner with HR stakeholders, Senior Analysts, and relevant governance teams to align on metric definitions, business logic, decision intent, and acceptable use of people data.
- Support consistency in how key workforce measures and use cases are defined across HR functions.
- Surface business\-side data quality issues, ownership gaps, or definition ambiguity that could impact analytics credibility and decision\-making.
- Escalate unresolved issues related to business rules, prioritization, metric interpretation, ownership, or governance decisions.
- Promote responsible use of people data, appropriate interpretation of insights, and alignment with privacy and governance expectations.
Help ensure People Analytics demand is grounded in trusted data and scalable business definitions, even where technical data ownership sits elsewhere
- *Operating Model Activation and Continuous Improvement**
- Help operationalize the People Analytics Partner model across HR functions, ensuring a clear front\-door engagement experience for People Analytics demand.
- Contribute to the establishment and continuous improvement of intake processes, triage routines, backlog management, and stakeholder engagement rhythms.
- Support the activation of a cross\-functional People Analytics value team by ensuring demand is business\-led, well\-shaped, and connected to measurable outcomes.
- Identify opportunities to simplify ways of working, reduce manual recurring reporting, and improve scalable self\-service and natural\-language reporting experiences.
- Contribute to the continuous improvement of the People Analytics operating model, delivery experience, and stakeholder satisfaction.
- Reinforce the transition of People Analytics from reporting support to strategic decision enablement.
- *Required Qualifications:**
- Bachelor’s degree in Human Resources, Business, Organizational Psychology, Economics, Analytics, Information Management, Data / Information Systems, or a related field.
- 7\+ years of experience in people analytics, HR strategy, workforce analytics, HR consulting, HR business partnership, workforce planning, or a related discipline.
- Demonstrated experience partnering with senior HR stakeholders to identify priorities, define problems, and translate ambiguous asks into structured workplans, use cases, or analytical requirements.
- Strong ability to frame business questions in terms of decisions, actions, target users, and measurable outcomes.
- Strong stakeholder management, facilitation, influencing, and communication skills across complex, matrixed environments.
- Strong understanding of HR processes and people topics such as workforce planning, employee experience, talent, attrition, engagement, organizational effectiveness, people operations, and leadership decision\-making.
- Experience prioritizing multiple requests and balancing strategic value, urgency, scalability, and delivery capacity.
- Strong communication and storytelling skills, with the ability to translate technical outputs into clear business language for non\-technical stakeholders.
- Sound understanding of HR metrics, reporting concepts, data quality, metric definitions, and governance considerations.
- Sufficient literacy in analytics delivery, dashboards, BI tools, and data concepts to work effectively with technical teams, without needing to act as the primary builder.
- *Preferred Qualifications:**
- Experience partnering with HRBPs, People Partners, COEs, People Services, or employee lifecycle functions in a global or matrixed organization.
- Experience in analytics product management, portfolio management, demand intake, backlog prioritization, or agile triage models.
- Experience driving adoption and value realization for dashboards, reporting solutions, analytics products, or decision\-support tools.
- Familiarity with HR platforms such as SuccessFactors, Workday, or similar HRIS environments.
- Familiarity with enterprise data and analytics environments such as Databricks, Snowflake, Power BI, Tableau, Qlik, or similar tools from a stakeholder and requirement\-setting perspective.
- Experience supporting cross\-functional initiatives involving HR, Finance, Technology, Data, or Shared Services teams.
- Exposure to self\-service reporting, AI\-enabled reporting, natural\-language query experiences, or automation\-led reporting transformation.
Experience in global, shared services, or regulated environments.
- *Astellas’ Global Capability Centres – Overview**
Astellas’ Global Capability Centres (GCCs) are strategically located sites that give Astellas the ability to access talent across various functions in the value chain and to co\-locate core capabilities that are currently dispersed. ‹ Our three GCCs are located in India, Poland and Mexico.
The GCCs will enhance our operational efficiency, resilience and innovation potential, enabling a timely response to changing business demands.
Our GCCs are an integral part of Astellas, guided by our shared values and behaviors, and are critical enablers of the company’s strategic priorities, sustainable growth, and commitment to turn innovative science into VALUE for patients.
- *What awaits you at Astellas?**
Global collaboration: Become part of a connected global business of like\-minded life science leaders, all dedicated to improving patients' lives worldwide.
Real\-world patient impact: Contribute to transformative therapies that reach patients around the world, knowing your work makes a difference every day.
Relentless Innovation: Join a company at the forefront of scientific breakthroughs, where you'll have the opportunity to shape the future of healthcare.
A Culture of Growth: Chart your own course within a supportive environment that values your contributions, champions your development, and empowers you to pursue your passions.
- *Our Organizational Values and Behaviors**
- *Values:** Innovation, Integrity and Impact sit at the heart of what we do.
- *Behaviors:** We come together as ‘One Astellas’, working with courage and a sense of urgency. We are outcome focused and consistently take accountability for our personal contribution.
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