Description

Job Description
Job Summary:

To independently manage the end-to-end data lifecycle and insights generation for HR performance automation and broader people analytics use cases. The role combines business analysis and data analysis responsibilities to streamline HR analytics delivery, drive evidence-based workforce decisions, and support HR's strategic agenda through actionable insights.

Key Performance Areas (KPAs) & Principal Accountabilities:

1 Performance Automation Focus
• Collaborate with COE, HRBPs, operational teams and frontline managers to define measurable KPIs for critical roles.
• Map leading and lagging indicators for performance and identify correlating variables.
• Extract and prepare HR datasets using SQL/Python and coordinate with ETL where needed.
• Build real-time dashboards (Power BI) with hourly refresh capability.
• Provide individualized visibility into KPIs with peer and best-in-class benchmarks.
• Integrate nudges, insights, and predictive alerts into dashboards.
• Design statistical models to measure ROI of performance interventions.
• Own the performance automation roadmap for all frontline & critical roles.

2 Broader HR Analytics Responsibilities
• Develop, maintain and automate dashboards across key HR areas: attrition, hiring funnel metrics, employee lifecycle, learning impact, engagement and diversity.
• Conduct workforce segmentation and trend analysis to support strategic planning (e.g., headcount forecasting, span of control).
• Partner with C&B, HRBPs, L&D and other COE program managers to measure program effectiveness and correlate it with business outcomes.
• Support leadership in monthly HR reviews through curated insights and data storytelling.
• Maintain a structured HR data repository and define data quality checks and validation rules.
• Perform ad-hoc analysis and root cause diagnosis across domains such as absenteeism, exit drivers, and internal mobility.
• Assist in the design and automation of HR scorecards for departments and COEs.
• Drive experimentation, hypothesis testing, and A/B analysis for people initiatives.

Requirements

Experience (Years & Field) : 4-7 years in HR Analytics/People Analytics or Business Analytics with HR domain exposure

Experience working with HR stakeholders and translating functional needs into analytical products

Educational Qualification : Bachelor's in Engineering, Computer Science, or HR, with a postgrad in Analytics or HRM preferred

Tools and Technical skills : Strong proficiency in SQL, Power BI (mandatory), Excel (Advanced)

Python or R for statistical analysis (preferred)

Good understanding of HRMS/HRIS, LMS, ATS and their data structures

Familiarity with Alteryx, Power Apps/Automate or similar workflow tools is a plus

Behavioral Attributes Self-starter with high ownership

Strong communication and stakeholder management skills

Ability to simplify complexity and present insights clearly to non-technical audiences