Senior Manager, People Analytics
Genmab
August 31, 2026
On-site
Princeton, NJ
Human Resources
Senior Manager, People Analytics — supporting strategic workforce decisions.
Work arrangement: flexibility to work away from the office 20%–40% of a typical schedule (single or consecutive days; approved by hiring manager).
Responsibilities
- Translate business/workforce questions into analytical approaches, measures, and decision products.
- Analyze workforce cost, org structure, hiring, skills, talent, leadership, and workforce planning; identify drivers/trends/risks/opportunities for senior stakeholders.
- Build scenarios and analytical models for workforce investment and capability decisions.
- Create reusable, well-documented HR/Finance data models; use SQL and analytical tools to transform/validate/analyze workforce data.
- Design scalable insight products (not repeated manual analysis); support People Analytics platform capabilities (self-service, diagnostics, forecasting, scenarios); develop Power BI (or equivalent) visualizations.
- Partner with stakeholders to define business question, intended decision, users, success measures; translate requirements into analytics products and delivery plans; facilitate metric definition discussions; present executive-ready narratives/visuals; support testing, adoption, and continuous improvement.
- Ensure governance/data confidence: metric consistency, access controls, data-quality checks; coordinate with Data Governance/Privacy/IT/Finance; make assumptions/limitations visible; prevent parallel definitions/duplicated solutions.
- Identify and implement AI/automation opportunities using governed data with transparent logic and human review.
Requirements
- 8+ years in People Analytics/workforce analytics/business analytics (or related).
- Ability to structure ambiguous business questions into analytics.
- Strong SQL + data modeling; multi-system data integration.
- Experience with Power BI, Tableau, or comparable platforms.
- Strong analytical reasoning; data storytelling and executive communication.
- Stakeholder partnership across business and technical teams; strong data-quality/metric governance/privacy/responsible use.
- Ability to manage multiple priorities in a small, evolving team.
Benefits (U.S., within first year for regular full-time)
- 401(k): 100% match on first 6%.
- Health: two medical options (incl. HDHP/HSA), dental, vision.
- Voluntary plans: critical illness, accident, hospital indemnity.
- Time off: paid vacation/sick/holidays + 12 weeks paid parental leave.
- Support: child/adult backup care, family support programs, financial wellness tools, emotional well-being support.
- Additional: commuter benefits, tuition reimbursement, Lifestyle Spending Account.
Work arrangement: flexibility to work away from the office 20%–40% of a typical schedule (single or consecutive days; approved by hiring manager).
Responsibilities
- Translate business/workforce questions into analytical approaches, measures, and decision products.
- Analyze workforce cost, org structure, hiring, skills, talent, leadership, and workforce planning; identify drivers/trends/risks/opportunities for senior stakeholders.
- Build scenarios and analytical models for workforce investment and capability decisions.
- Create reusable, well-documented HR/Finance data models; use SQL and analytical tools to transform/validate/analyze workforce data.
- Design scalable insight products (not repeated manual analysis); support People Analytics platform capabilities (self-service, diagnostics, forecasting, scenarios); develop Power BI (or equivalent) visualizations.
- Partner with stakeholders to define business question, intended decision, users, success measures; translate requirements into analytics products and delivery plans; facilitate metric definition discussions; present executive-ready narratives/visuals; support testing, adoption, and continuous improvement.
- Ensure governance/data confidence: metric consistency, access controls, data-quality checks; coordinate with Data Governance/Privacy/IT/Finance; make assumptions/limitations visible; prevent parallel definitions/duplicated solutions.
- Identify and implement AI/automation opportunities using governed data with transparent logic and human review.
Requirements
- 8+ years in People Analytics/workforce analytics/business analytics (or related).
- Ability to structure ambiguous business questions into analytics.
- Strong SQL + data modeling; multi-system data integration.
- Experience with Power BI, Tableau, or comparable platforms.
- Strong analytical reasoning; data storytelling and executive communication.
- Stakeholder partnership across business and technical teams; strong data-quality/metric governance/privacy/responsible use.
- Ability to manage multiple priorities in a small, evolving team.
Benefits (U.S., within first year for regular full-time)
- 401(k): 100% match on first 6%.
- Health: two medical options (incl. HDHP/HSA), dental, vision.
- Voluntary plans: critical illness, accident, hospital indemnity.
- Time off: paid vacation/sick/holidays + 12 weeks paid parental leave.
- Support: child/adult backup care, family support programs, financial wellness tools, emotional well-being support.
- Additional: commuter benefits, tuition reimbursement, Lifestyle Spending Account.