Senior Manager, Analytics

Senior Manager, People Analytics

At Genmab, we are dedicated to building extraordinary futures, together, by developing antibody products and groundbreaking, knock-your-socks-off antibody medicines that change lives and the future of cancer treatment and serious diseases. We strive to create, champion and maintain a global workplace where individuals' unique contributions are valued and drive innovative solutions to meet the needs of our patients, care partners, families and employees.

Our people are compassionate, candid, and purposeful, and our business is innovative and rooted in science. We believe that being proudly authentic and determined to be our best is essential to fulfilling our purpose. Yes, our work is incredibly serious and impactful, but we have big ambitions, bring a ton of care to pursuing them, and have a lot of fun while doing so.

Does this inspire you and feel like a fit? Then we would love to have you join us!

The Role

We are looking for a Senior Manager, People Analytics to join a small, high-impact team supporting strategic workforce decisions across the organization.

You will combine analytical problem-solving, data modelling, product thinking and stakeholder consulting to turn complex workforce questions into trusted insights and scalable solutions.

You will work across HR, Finance, HR Systems, IT and the business on areas such as workforce cost, organizational growth, skills and capability planning, talent and recruitment metrics, workforce planning, executive insights and AI-enabled HR use cases.

This is not primarily a report-development role. The successful candidate will help shape the analytical approach, build reusable data foundations, develop insight products and ensure that outputs are understood, governed and used in decision-making.

Work arrangement:
This role offers flexibility to work away from the office for 20%–40% of a typical schedule. Employees may use this work schedule in increments of single days or multiple consecutive days, provided it does not exceed 40% within a 60-day period, and is approved by the hiring manager.

Responsibilities:

Strategic workforce analytics

• Translate business and workforce questions into clear analytical approaches, measures and decision products.
• Conduct analysis across workforce cost, organizational structure, hiring, skills, talent, leadership and workforce planning.
• Identify drivers, trends, risks and opportunities and communicate their implications to senior stakeholders.
• Develop scenarios and analytical models that support workforce investment and capability decisions.

Data products and modelling

• Build reusable and well-documented data models that combine information from HR, Finance and other relevant sources.
• Use SQL and analytical tools to prepare, transform, validate and analyze workforce data.
• Design scalable insight products rather than relying on repeated manual analysis.
• Support the future People Analytics platform, including self-service, diagnostics, forecasting and scenario capabilities.
• Develop Power BI or equivalent visualizations where they are the appropriate channel for the business need.

Product and stakeholder consulting

• Partner with stakeholders to define the business question, intended decision, users and success measures before development begins.
• Translate complex requirements into practical analytics products, user journeys and delivery plans.
• Facilitate discussions on metric definitions, populations, assumptions and interpretation.
• Present findings in clear executive narratives, presentations and visualizations.
• Support product testing, user feedback, adoption and continuous improvement.

Governance and data confidence

• Apply consistent metric definitions, ownership, access controls and data-quality checks across analytical products.
• Work closely with Data Governance, HR Systems, Privacy, IT and Finance to ensure solutions are secure, explainable and fit for purpose.
• Make limitations, assumptions and confidence levels visible in analytical outputs.
• Help prevent parallel definitions, duplicated solutions and uncontrolled use of sensitive workforce data.

AI and Automation

• Identify practical opportunities to use AI and automation across People Analytics and HR.
• Develop AI-enabled analytical workflows, recurring insight products and decision-support use cases.
• Ensure AI solutions are grounded in governed data, transparent logic and appropriate human review.
• Contribute to the ambition for HR to become a leading adopter of responsible, business-relevant AI within the organization.

Requirements:

• A minimum of 8 years of strong experience in People Analytics, workforce analytics, business analytics or a closely related field.
• Demonstrated ability to turn ambiguous business questions into structured analytical solutions.
• Strong SQL and data-modelling capability.
• Experience combining and analyzing data from multiple systems.
• Experience building dashboards or analytical products using Power BI, Tableau or a comparable platform.
• Strong analytical reasoning,…