Facilitating internal mobility and career development based on employee skills and career goals.
Identifying the best candidates by analyzing various attributes beyond traditional resumes.
Reducing unconscious bias in hiring and fostering diversity.
Identifying workflow bottlenecks and optimizing processes for greater efficiency.
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.
Providing managers with data-driven insights into team and individual performance.
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.
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.
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.
Accelerating the sourcing process by automating talent searches and outreach.
Identifying employees at risk of burnout and implementing proactive interventions.
Benchmarking talent against competitors to identify skill gaps and opportunities.
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.
Requirements
workday
prism
people analytics
predictive analytics
master’s
10+ years
Strong track record in data strategy, predictive analytics, and visualization tools
Understanding the drivers of employee engagement and satisfaction.
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.
Understanding the talent market to proactively plan for future workforce needs.
A master’s degree
Ability to blend technical expertise with business storytelling
Advanced degree in HR, Analytics, Business, Data Science, or related field preferred.
Expertise in a broad range of HR processes (talent, recruiting, learning, diversity, skills, etc.)
Proven expertise in Workday including Prism and preferably People Analytics SKU
Experience in leading global, matrixed programs and influencing senior stakeholders
Benefits
Information not given or found
Training + Development
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Interview process
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Visa Sponsorship
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Security clearance
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Company
Overview
96% Renewables Integration
Clean Energy Solutions
Ensures that more than 96% of their projects involve renewable energy integration, supporting the transition to cleaner power systems.
99% Uptime
Grid Reliability
Achieves 99% uptime in their energy grid solutions, ensuring consistent and reliable power distribution.
700+ Charging Stations
EV Infrastructure Expansion
Deploys over 700 electric vehicle charging stations globally, driving EV adoption and supporting sustainable transportation.
Leads in energy management with pioneering technologies.
Focuses on renewable energy to drive cleaner and efficient power systems.
Provides solutions across energy generation, transmission, and distribution.
Operates in sectors including wind, solar, utilities, and transportation infrastructure.
Innovates in industrial automation with cutting-edge energy optimization systems.
Involved in electrifying remote regions for improved energy access.
Employs digital tools for data-driven grid improvements and performance enhancement.
Culture + Values
Harmony (Wa): embracing and respecting the unique qualities of our diverse employees, engaging in open discussions and uniting efforts once consensus is reached
Sincerity (Makoto): acting with ownership, honesty and integrity; addressing matters sincerely and learning from failures
Pioneering Spirit (Kaitakusha‑seishin): exploring uncharted territory with innovative approaches and taking on new challenges
Open collaboration and customer focus: co-creating solutions through global teaming to deliver customer success and societal progress
Culture of innovation: pushing boundaries, breaking records, evolving to meet today’s challenges with purpose-driven innovation
Environment + Sustainability
100% Fossil‑Free Electricity
CO₂ Reduction Achievement
100% fossil-free electricity in own operations reduces CO₂e by over 175,000 metric tons annually compared to 2019 levels.
80% Emissions Reduction
Scope 1+2 Emissions Target
Aim to reduce absolute Scope 1+2 emissions by 80% and Scope 3 emissions intensity by 55% by 2030.
Top 5% EcoVadis Rating
Sustainability Performance
Received EcoVadis gold rating in 2024, placing the company in the top 5% of over 130,000 assessed companies.
1,000Mt Avoided Emissions
Global Climate Contribution
Aim to contribute to avoiding 1,000 million metric tons of emissions through various sustainability initiatives.
Net‑zero target by 2050 with Science Based Targets initiative (SBTi) validation (Feb 2024)
Achieve carbon‑neutral own operations by 2030
CDP climate score: A‑ in 2023
Accelerate clean energy transition: focus on climate, circular economy (5R principles), biodiversity and ecosystems
Increase renewable‑enabled GW and improve service lifecycle value creation index annually
Inclusion & Diversity
45k+ Employees
Global Workforce
The company employs over 45,000 individuals from 150 different nationalities across 60+ countries, showcasing extensive global diversity.
25% Women Target
Workforce Representation
Aiming to have 25% of its employees and managers identify as women by the year 2025, reflecting a commitment to gender diversity.
500+ Colleagues
Leadership Development
Over 500 employees from 28 nationalities across 10 countries have engaged in a leadership development framework to foster inclusive growth.
~9-10 yrs Tenure
Employee Tenure
Employees maintain an average tenure of approximately 9 to 10 years, indicating a stable and experienced workforce.
Endorsed a global DEI strategy focused on diversity, equity, and inclusion across operations.
Incorporates leadership pillars ensuring DEI is integrated into hiring, growth, and development strategies.