Director, People Analytics

Revolution Medicines

10h•$201,000 - $251,000•Onsite

About The Position

Revolution Medicines is a global, commercial-stage oncology company dedicated to discovering, developing, and delivering innovative medicines for patients with RAS-addicted cancers. Leveraging its differentiated RAS(ON) tri-complex inhibitor platform, the company is advancing a broad, integrated portfolio of oral RAS(ON) inhibitors designed to directly target the active, cancer-driving state of RAS. Founded on rigorous scientific inquiry and a willingness to challenge long-held assumptions, Revolution Medicines is committed to changing the trajectory of disease for patients with RAS-addicted cancers worldwide. Our people are united by a shared way of working: follow the science, challenge assumptions, act with urgency, and hold ourselves to a high standard of rigor—all in service of patients. The Opportunity: The Director, People Analytics is a strategic builder and accountable functional leader who will help RevMed scale to 3,000+ employees by turning uneven people data, systems, and operating practices into a trusted workforce intelligence capability. The successful candidate will establish and lead RevMed’s People Analytics function and develop and execute the People Analytics strategy, operating model, governance, privacy standards, and roadmap, in alignment with HR and business priorities. They will balance near-term decision support with the disciplined work of sequencing foundational data, process, product, AI-enabled opportunities, and the buildout of a new People Analytics team capacity. This is a hands-on leadership role in a high-growth, global environment. Through partnership, the Director will establish clear ownership and shared accountability across HR, Finance, and IT/IS, stepping across functional boundaries to co-own outcomes and resolve gaps and issues. They will create the shared data, process, and decision infrastructure needed for stakeholders to plan from a common view of workforce demand, capacity, and investment. The role will also build decision products that make workforce, organizational, talent, and growth-related decisions and trade-offs more visible, actionable, and aligned to business priorities.

Requirements

Bachelor's degree and 10+ years of progressive experience in people analytics, workforce strategy, business intelligence/analytics, management consulting, or a related discipline, including leadership responsibility for complex, cross-functional work with enterprise impact.
Demonstrated success building or materially maturing a people analytics, workforce or business intelligence, or adjacent data/decision capability in a high-growth, scaling organization.
Proven ability to translate ambiguous business questions into decision frameworks, analytical products, and clear executive narratives that drive action and trade-offs.
Deep experience with workforce data, HR technology, and data integration; familiarity with systems such as Workday and Greenhouse (or comparable HRIS and ATS platforms) and the realities of fragmented source data.
Experience partnering closely across HR, Finance, information technology and business leaders on workforce planning, headcount, capacity, labor cost, role approval, or scenario planning decisions.
Strong analytical and technical fluency with the ability to evaluate analytical methods, data quality and technical solutions to effectively lead and challenge deep technical work with sound judgement.
Experience creating and/or advancing data governance, metric standards, quality controls, and adoption practices across multiple stakeholders, systems, and geographies.
Exceptional communication, influencing, and change leadership skills; able to build trust with technical and non-technical audiences, influence without direct authority, and demonstrate shared ownership by proactively resolving cross-functional gaps and remaining accountable for collective outcomes.
Experience developing analytics strategies, operating models, roadmaps or scalable analytical capabilities aligned to business priorities.
Demonstrated experience building, leading and developing analytics capabilities and teams through substantial growth, including sequencing of leadership, product and technical delivery capacity. An enterprise-minded, high-ownership approach: takes initiative, surfaces and closes gaps, and stays accountable for end-to-end outcomes while bringing partners along.

Nice To Haves

Experience supporting a global or multi-country workforce is preferred, including the balance of enterprise standards with local requirements and operational realities.
Experience in biotechnology, pharmaceuticals, life sciences, or another complex, regulated, science- or technology-driven environment is preferred.
Experience across decision domains such as organizational diagnostics, talent analytics, workforce planning, or organization design analytics is preferred.
Practical experience evaluating or deploying responsible AI/ML applications in HR or business analytics is preferred, with appropriate governance and human oversight.

Responsibilities

Establish and lead RevMed’s People Analytics function, including its mandate, service model, governance forums, intake and prioritization process, product roadmap, measures of value and recommend and prioritize investments in partnership with the VP and HR Leadership team.
Build a trusted workforce data foundation by defining agreed source-of-truth models, workforce metrics, data dictionaries, ownership, worker identity, taxonomy standards, and quality controls across Workday, Greenhouse, and other relevant systems.
Enable and co-own integrated workforce planning as one of the function’s early priority decision products by partnering with HR Technology, IT/IS, Finance, Talent Acquisition, and HRBPs, maintaining accountability for progress and outcomes even when delivery depends on shared inputs and cross-functional decisions.
Design and deliver high-value executive decision products that improve the quality and speed of critical workforce choices, including workforce capacity, scenario planning, approved-hiring visibility, location, organization design, talent, promotion, global growth, and governed talent decision support.
Lead prioritization decisions that protect a foundation-first roadmap, including what should be standardized globally, adapted locally, deferred, or retired as the function scales.
Build practical organizational and talent intelligence capabilities that help leaders identify organizational health, leadership, talent, engagement, and execution risks, and translate findings into clear actions within appropriate privacy and data-use boundaries.
Create a global-local data model and adoption approach that preserves enterprise comparability while accounting for local configuration, workforce representation, regulatory requirements, user readiness, and appropriate self-service enablement.
Build analytical fluency across HR and business leadership so stakeholders can interpret insights, understand limitations, and convert evidence into action.
Recruit, develop, and lead a high-performing People Analytics team, scaling delivery capacity deliberately as validated demand, data quality, and operating readiness increase.
Set quality, privacy, security, and responsible-use standards for people data, analytics, and AI-enabled use cases in partnership with global Legal, Compliance and ISDI teams.
Stay current on AI capabilities and their potential to accelerate near- and long-term responsibilities, while sequencing predictive analytics and advanced AI applications behind trusted data, validated controls, clear business value, and appropriate governance.