HRBP Data Analytics Manager

Job Description:

Rakuten International is a division of Rakuten Group, Inc., a Japanese global technology leader in services that empower individuals, communities, businesses and society. Headquartered in San Mateo, California with more than 4,000 employees worldwide, the Rakuten International business portfolio includes market leaders in e-commerce, digital marketing, advertising, communications and entertainment. We create products and services that provide exceptional value by aligning members and the businesses that want to engage them in a shared community.

Position Summary:
The Manager, HRBP Data & Analytics builds and leads a data-first analytics capability for the HR Business Partner (HRBP) organization. This role establishes the HRBP function’s reputation for reliable, predictable data: equipping HRBPs and executives with the analytics, dashboards, and data storytelling needed to make sound HR and business decisions. The role combines hands-on analytics delivery with the design of scalable systems — dashboards, workload management, AI-enabled workflows, and benchmarking — that allow the HRBP team to operate proactively rather than reactively. This is a hands-on individual contributor role. The person in this role directly builds, owns, and delivers all analytics work — from dashboard development to executive-ready analysis.
Key Responsibilities

HR & Executive Decision Analytics

• Design and deliver data analytics that inform HR and executive decision-making across the organization.
• Build scalable predictive analytics that incorporate micro and macro market data (labor market trends, economic indicators, industry benchmarks) to anticipate workforce and business needs.

Program & Project Evaluation

• Partner with Project Management and HRBP Operations to build project and program analytics to test efficacy, ROI, impact, and value of HRBP initiatives.
• Partner with HRBP Operations to assess HR products and projects, building standardized measures such as ROI models, feedback loops, and after-action assessments.

Data Storytelling & Executive Communication

• Translate data into narratives that inform HRBP and executive decisions, including go/no-go calls, investment decisions, and build/buy/borrow analysis.
• Present findings in formats suited to executive audiences, prioritizing clarity and defensible conclusions over volume of data.

Dashboards & Reporting

• Create bespoke and ad hoc dashboards, data requests, and analyses for HRBPs and their executive partners.
• Maintain a reliable, scalable reporting infrastructure that HRBPs can use (and ultimately self-serve) consistently in executive settings.

HRBP Operations & Workload Management

• Partner with HRBP Operations to design and maintain a system to track HRBP bandwidth and ensure equitable workload distribution across the team.
• Partner closely with HRBPs to understand their analytical needs, translate ambiguous business questions into structured analyses, and build their confidence in using data.
• Act as an embedded analytical resource within the HRBP team — accessible, responsive, and attuned to the team's pace and priorities.

Systems, Data Integrity & Workday

• Oversee external resource requests related to Workday, data audits, and testing across the HR technology ecosystem in partnership with HRBP Operations.

AI & Analytics Enablement

• Build AI prompts, skills, and agents (e.g., using Rakuten AI, Claude, Cowork, Copilot) to enable an agile, scalable data analytics (self-service) environment for the HRBP team.
• Identify and implement existing tools and technology — including Monday.com, SharePoint, Slack, and Teams — to streamline data requests, tracking, and collaboration.

Market Intelligence & Benchmarking

• Leverage external benchmark data, published research, and macroeconomic indicators to build HR dashboards, landscape reviews, and comparative analyses.

Capability Building

• Educate and train the HRBP community on data analytics, data storytelling, and critical assessment of data and findings.

Required Qualifications

• Bachelor's degree or equivalent practical experience in an analytical or HR-related field
• 4–7 years of experience in HR analytics, people analytics, business intelligence, or a comparable analytical discipline
• Demonstrated experience building dashboards and reporting solutions (e.g., Workday reporting, Power BI, Tableau, Qualtrics, or similar).
• Experience with Workday HCM data structures and reporting.
• Experience with enterprise HRIS platforms such as Workday HCM, including data structures and reporting
• Track record of conducting ROI and impact analysis for programs or initiatives.
• Strong written and verbal communication skills, with experience presenting data to executive audiences.
• Demonstrated ability to independently access, extract, and analyze HRIS and workforce data with minimal reliance on central IT or shared services teams; comfortable working directly in source systems rather than through intermediaries.

Preferred Qualifications

• Master’s degree in a related analytical or HR field.
• Experience designing or deploying AI-enabled workflows, prompts, or agents (e.g., Claude, Copilot, or similar tools).
• Working knowledge of SQL or a comparable query language.
• Project management experience or certification (e.g., PMP).
• Experience with Monday.com, SharePoint, Slack, and Teams in a cross-functional analytics capacity.
• Experience mentoring peers, onboarding colleagues to analytical tools or methods, or informally leading cross-functional projects; demonstrated ability to influence outcomes beyond a formal reporting structure.

Core Competencies

• Data storytelling and executive presence.
• Analytical rigor and statistical/predictive reasoning.
• Program evaluation and ROI methodology.
• Systems thinking — able to design scalable processes, not just one-off reports.
• Discretion with sensitive workforce and compensation data.
• HRBP partnership — skilled at drawing out analytical needs from non-technical stakeholders; builds HRBP confidence in data through accessibility, responsiveness, and consistent delivery.
• Cross-functional collaboration — builds trusted working relationships across HR COEs; able to navigate shared-service environments and advance work without direct authority.
• Self-directed ownership — proactively identifies opportunities, advances work independently and brings forward recommendations without waiting for a fully defined brief.

#LI-CW1

Five Principles for Success
Our worldwide practices describe specific behaviors that make Rakuten unique and united across the world. We expect Rakuten employees to model these 5 Shugi Principles of Success.
Always improve, Always Advance - Only be satisfied with complete success - Kaizen
Passionately Professional - Take an uncompromising approach to your work and be determined to be the best
Hypothesize - Practice - Validate – Shikumika - Use the Rakuten Cycle to succeed in unknown territory
Maximize Customer Satisfaction - The greatest satisfaction for our teams is seeing their customers smile
Speed!! Speed!! Speed!! - Always be conscious of time - take charge, set clear goals, and engage your team

At the time of posting, Rakuten expects the base compensation for this role to be within the range shown below. Individual compensation will vary based on job-related factors, including the skills, qualifications, and experience of the successful candidate as well as business need and geographic location. The successful applicant for this role will be eligible for discretionary bonus, health, vision, dental insurance, 401k matching, PTO, Volunteer Time Off (VTO), and other employee benefits as the company implements.