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Job Title: Director, Global Strategic Workforce Planning, Workforce Analytics

Job Requisition ID: 2571

Posting Start Date: 11/5/26

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.

Job Summary

As Daiichi Sankyo builds a world-class Global Strategic Workforce Planning (SWP) & Insights capability, the Director is the Senior Director's right hand and the analytical-and-consulting bridge at the center of the practice. SWP is a discipline key to Daiichi Sankyo's ability to deliver its commercial objectives, and this role shapes its technical and strategic direction. Lead and design sophisticated analytical models and understands the drivers of people transformation, the impact on employee experience, and how to measure and iterate across a wide range of human-capital initiatives. Understand the business both strategies and operations of our business units and functions and lead the consultative work partnering with the business leaders and HR globally, connect SWP to the broader people agenda, turn strategic questions into analytical frameworks, and set the standard for the analyst who builds what you design. Partner with COEs, HRBPs and business leaders including EMT leaders and their leadership teams to influence and provide data-driven recommendations that enhance talent management, workforce optimization, and organizational effectiveness. Collaborate with HR Information Systems and Processes (GHRIS) to ensure that data models and technology and platforms and tools are aligned with global workforce analytics needs. Scope of role is global. Workforce plans, scenarios and analysis produced by this role inform the decisions Business Units and Corporate Functions take on capability, capacity and people costs.

Responsibilities

Strategic Workforce Planning

• Act as lead quantitative advisor on workforce planning for Daiichi Sankyo, contributing to the technical and professional direction of the discipline: use advanced analytics and external trend analysis to test hypotheses, identify opportunities and bring an evidence-based perspective to the formation of global SWP and business-level strategies

• Lead and own consultative projects with Business Units and HR leaders to address complex workforce challenges — translating strategic questions into analytical frameworks and delivering clear, actionable recommendations

• Design and architect the analytical models at the core of the practice — demand forecasting, skills-gap, attrition-risk, succession and organizational-design — setting the standard the Senior Data Analyst builds and maintains

• Be hands-on and capable of building technical (data, analytics, workflow, visualization) solutions where needed, particularly before the Analyst is in seat

• Lead the analytical workstream of the SWP cycles: frame the questions, direct the modelling, tell stories with data, interpret the outputs, and turn insight into recommendations

• Own supply/demand forecasting and scenario modelling; analyze workforce segmentation (critical roles, skills, geographies, capacity) to surface talent risks, gaps and trends

• Drive the practice toward predictive and prescriptive analytics — from describing the workforce to projecting it and informing the recommended actions

• Translate Daiichi Sankyo's commercial objectives — pipeline progression, revenue and margin targets — into the workforce capability, capacity and cost required to deliver them and make the resulting trade-offs explicit to the leaders who own those objectives

• Connect SWP insights to the broader people agenda: partner with Talent Acquisition, Talent Management, Learning & Development, Culture, Inclusion & Diversity (I&D) and Employee Experience to translate workforce-planning insights into integrated talent strategies aligned with the desired employee experience, culture and business outcomes

Tools, Templates & Process Development

• Lead the design and specification of the advanced analytical models and the SWP method, partnering with the Senior Data Analyst who builds, automates, and maintains them

• Drive the development, enhancement and adoption of SWP tools, templates and processes — ensuring usability and scalability across regions

• Partner with Global HR and key business stakeholders (Global Corporate Planning and Management, Global Corporate Strategy, etc.) to evaluate SWP tools and processes and evolve them based on business needs, feedback and outcomes.

• Collaborate with GHRIS and GSWP colleagues to design tools and processes that integrate with the broader talent and analytics ecosystem

Responsibilities Continued

Strategic Partnership

• Lead the discussions with executive-level stakeholders — EMT members, Management Unit heads, Corporate Function heads and HRBPs across the full lifecycle of an SWP initiative and lead the working sessions with BUs and HR that frame the analysis and recommendations

• Coordinate with TPD CoE colleagues so SWP integrates seamlessly with talent management, analytics and organizational-effectiveness processes

• Ensure the CoE can track delivery of strategic workforce plans globally, with implementation data maintained so progress is visible and priorities align across the enterprise

• Co-lead initiatives to build SWP awareness and educate leaders across DS — the Director deputizing for the Head of GSWP & Insights with EMT members and Management Unit executive committees, representing the Head and carrying forward the Head’s agreed priorities, objectives and position in discussions where the Head cannot participate

Team Capability Building

• Allocate and co-ordinate the analytical workstream across the team: set the priorities and sequence of the Analyst(s)' work, direct what is built, and set the standard for analytical excellence and a consultative mindset as a senior technical and consulting role model. No formal line-management responsibility

• Contribute to building analytical capability and sophistication across the HR function

• Provide analytical support, for other teams within the TPD COE (e.g., talent partners, Inclusion & Diversity) to inform analyses and recommendations within those areas

Continuous Improvement

• Stay current on SWP best practice, emerging tools, technologies and methodologies, especially in AI and workforce planning

• Monitor the effectiveness of workforce-planning activities and adjust, in consultation with the Head of GSWP & Insights, to stay aligned with strategic goals

Qualifications

Education Qualifications

Bachelor's Degree required Master's Degree Quantitative or organizational field (I/O Psychology, Statistics, Data Science, Economics or related field preferred)

Experience Qualifications

• 10 or More Years Managing complex workforce and organizational-transformation challenges, having personally owned the core analytical and consultative workstreams required

• Deep analytical and statistical specialization: proven expertise applying data science, statistical programming and predictive analytics to workforce problems required

• Comprehensive knowledge of several sub-functions within HR — talent acquisition, talent management, learning and performance, reward, and HR systems and data — and how their processes, data and resources interact. Required at entry to the role: the incumbent must judge cross-functional workforce trade-offs from the first planning cycle required

• Strong consultative and stakeholder-management skills: builds trust with senior leaders and explains complex analytics and their business implications to diverse audiences required

• Extensive experience in human-capital consulting or a sophisticated corporate People Analytics / Data Science team is ideal; pharma, biotech or life sciences a plus. required

• A good understanding of the pharmaceutical industry and of Daiichi Sankyo's competitors and how they compete for the scientific, clinical and commercial talent preferred

• Managing project delivery in global and/or multicultural collaboration 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

Salary Range:

USD$184,240.00-USD$276,360.00

Daiichi Sankyo, Inc. is an equal opportunity/affirmative action employer. Qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.