People Enablement Analytics Partner (f/m/d)

Focused Energy is building the future of clean energy through laser-driven inertial fusion. Backed by our $240M Series A — the largest fully secured Series A in the global fusion industry — we are scaling rapidly across multiple geographies.

Based in Germany and the US, we have brought together the top scientific and engineering minds using proven technologies to unlock fusion power at commercial scale. Focused Energy is working to realize game-changing scientific innovation that promises to deliver a clean, sustainable and abundant source of power globally.

This role sits at the intersection of Talent Acquisition, workforce planning, and People analytics. You will report directly to the VP of People and serve three connected mandates.

First, you will be the operational backbone of the Talent Acquisition function: owning systems, processes, and projects that make recruiting structured and scalable. Second, you will own and evolve our workforce planning process, connecting hiring demand, organizational growth, and capacity into a coherent forward view. Third, you will build and own the analytics and reporting layer for the broader People team, turning data from across the employee lifecycle into the transparency leadership needs to make good decisions.

This is a builder role. You will bring structure to a fast-moving environment, create reporting that people actually use, and help connect the dots between hiring, workforce planning, and broader People strategy.

You will work closely with TA leadership, recruiters, hiring managers, and the People team.

TA & Process Design You coordinate and drive TA projects end to end. You translate recruiting needs into documented, scalable workflows. You spot gaps and inefficiencies before they become problems. You build the playbooks, templates, and guidelines that make hiring consistent across teams and locations, and you track execution so nothing quietly dies on the vine.

Recruiting Systems & Data Integrity You are the go-to person for our TA systems, especially Ashby and our workforce planning tools. You ensure configurations, data structures, and workflows actually reflect how we recruit. You partner with stakeholders to maintain data quality and build documentation so the tools get used properly, not just installed.

Workforce Planning You own the workforce planning process and tools. You connect headcount demand from the business with hiring capacity, budget, and organizational priorities. You maintain and improve our workforce planning models so that leadership has a reliable forward view of where the organization is heading, where the gaps are, and what it takes to close them. You ensure that workforce planning is not a one-time exercise but a living process that informs recruiting priorities and People strategy on an ongoing basis.

People Analytics & Reporting You build and maintain dashboards and reports across the People function: hiring pipeline and progress, time to hire, conversion rates, recruiter capacity, headcount actuals versus plan, attrition, onboarding effectiveness, and other metrics as the function matures. You turn data into insight and insight into recommendations. You establish a reporting rhythm that gives leadership and the People team the transparency to act, not just observe.

AI & Automation You identify where AI and automation can make People and TA more efficient. You build and test workflows for reporting, documentation, process support, and operational follow-up. You evaluate new ideas pragmatically and help the team adopt what works.

• Experience in TA , Recruiting , People , People Analytics, workforce planning, HR systems, or a comparable function.

• Strong project management instincts and the ability to bring order to complex, evolving work.

• Confidence working with data, dashboards, and operational metrics across the employee lifecycle.

• Strong Excel or Google Sheets skills; experience with BI or visualization tools is a plus.

• Familiarity with applicant tracking systems, ideally Ashby, and HRIS platforms.

• Experience with workforce planning models or headcount planning processes.

• Curiosity about AI and automation; hands-on experience is a plus, not a prerequisite.

• The ability to work with senior stakeholders, challenge assumptions constructively, and communicate with clarity.

• A proactive, self-directed approach: you do not wait for detailed instructions to move things forward.

In your first months, you will have brought greater clarity and consistency to TA processes, improved the reliability of recruiting and People data, established reporting that the team and leadership actually use, and strengthened the connection between workforce planning and day-to-day recruiting priorities.

Over time, you will become the analytical and planning engine of the People function: the person who connects hiring data, workforce plans, and People metrics into a coherent picture that drives better decisions as the company scales.

You will not inherit a finished analytics stack, a polished workforce planning model, or a fully built operating model. You will help design all three. This is an opportunity to shape how a mission-driven, international deep-tech company plans its growth and builds the operational infrastructure to execute on it.