HR People Intelligence and Analytics Lead

Key information

  • Publication date:19 November 2025
  • Workload:100%
  • Place of work:Zurich, Zurich, Switzerland;Bengaluru, Karnataka, India;Berlin, Germany;Birmingham, England, United Kingdom;Madrid, Madrid, Spain;Krakow, Lesser Poland, Poland;Milan, Lombardy, Italy;Solna, Stockholm, Sweden;Massy, Île-de-France, France

Job summary

Join Hitachi Energy as a People Intelligence and Analytics leader. Drive data-based decision-making in a dynamic HR environment.

Tasks

  • Analyze employee data to uncover patterns and trends using AI tools.
  • Translate data insights into actionable recommendations for managers.
  • Partner with teams to enhance data quality and support decision-making.

Skills

  • Master’s degree with 10+ years in HR analytics and leadership roles.
  • Proven expertise in Workday and predictive analytics.
  • Strong storytelling skills to communicate data insights effectively.

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The opportunity:

We are seeking an experienced People Intelligence and Analytics leader to connect and coach our function around not just Analytics development, but the story the data is telling to drive effective data-based decision making. As a core member of the Hitachi Energy HR Capabilities and Solutions team, you are accountable for the big picture for the HR function when it comes to data.In this role, you will be responsible for recommending how to reshape the data and analytics function and upskill the organization around this capability. We have highly skilled data teams working across our Centers of Expertise, business units and regions. The key will be to connect these team members under a common philosophy and data output. You will partner directly with the HR Operations Data Quality and Reporting team to ensure high quality data standards, and the various analytics teams for quality and usability of dashboards.How you will make an impact:
  • Analyzing employee data and identifying patterns and trends: Utilizing various analytical techniques, including advanced tools and even AI and machine learning, use HR, finance, and external labor data to identify key insights into the workforce. This can involve identifying potential employee burnout risks, understanding factors driving attrition, and pinpointing areas for improvement in employee engagement or productivity.
  • Generating actionable insights and recommendations for improving the employee experience: Translating data analysis into concrete recommendations and strategies for managers and leaders. These recommendations are aimed at optimizing the employee lifecycle, from recruitment and onboarding to development and retention.
  • Supporting data-driven decision-making across the organization: Empowering leadership to make informed decisions about talent acquisition, development, and retention based on evidence rather than solely on intuition.
  • Enhancing overall business outcomes: Ultimately, the goal of People Intelligence is to improve organizational performance by fostering a positive employee experience, reducing turnover, and enhancing productivity. 
  • Data and technology leadership: Partnering not only internally with Hitachi Energy teams, but also with Hitachi Global Digital HR as the key point of contact for technology enablement. Owning the deployment and adoption of any decided systems (Workday Prism, People Analytics SKU dashboards, Power BI, etc.). Build a roadmap from reporting to intelligence to predictive to prescriptive analytics.
  • Business Partnering and Storytelling: Partner with the CHRO, CoEs, HRLT to embed analytics in decision making. Drive data storytelling to translate analytics into clear business outcomes. Develop this capability within the entire HR function.
Key areas where People Intelligence can be applied
  • Recruitment and talent acquisition:
    • Identifying the best candidates by analyzing various attributes beyond traditional resumes.
    • Accelerating the sourcing process by automating talent searches and outreach.
    • Reducing unconscious bias in hiring and fostering diversity.
  • Employee engagement and development:
    • Understanding the drivers of employee engagement and satisfaction.
    • Identifying employees at risk of burnout and implementing proactive interventions.
    • Facilitating internal mobility and career development based on employee skills and career goals.
  • Performance management:
    • Providing managers with data-driven insights into team and individual performance.
    • Identifying workflow bottlenecks and optimizing processes for greater efficiency.
  • Strategic workforce planning:
    • Benchmarking talent against competitors to identify skill gaps and opportunities.
    • Understanding the talent market to proactively plan for future workforce needs. 
Your background:
  • A master’s degree
  • Minimum of 10 years of progressive experience in HR analytics, people intelligence, including experience in Data and Analytics in a leadership position, ideally experience as HR Business Partner.
  • Proven expertise in Workday including Prism and preferably People Analytics SKU
  • Strong track record in data strategy, predictive analytics, and visualization tools
  • Expertise in a broad range of HR processes (talent, recruiting, learning, diversity, skills, etc.)
  • Experience in leading global, matrixed programs and influencing senior stakeholders
  • Ability to blend technical expertise with business storytelling
  • Advanced degree in HR, Analytics, Business, Data Science, or related field preferred.           



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