HR Analyst – HR Analytics & Workforce Planning

Job description

ROLE OVERVIEW/ PURPOSE Owns the HR data, analytics, and reporting backbone for IFB, enabling data-driven decision-making across a global business. This role ensures high-quality HR data, insightful dashboards, and actionable reporting across the entire employee lifecycle—including workforce planning, recruitment, onboarding, performance, compensation, talent, learning, and attrition. Reporting to the Senior Manager – Talent & Learning, the role partners closely with the SVP HR, Regional BU HR teams, and HR COEs to design, build, and continuously enhance HR dashboards, metrics, and tracking frameworks. This is a build-and-own role, responsible not only for maintaining reporting but also for developing scalable analytics, improving data governance, and delivering insights that drive business and people decisions. OVERALL JOB RESPONSIBILITIES Responsibilities: 1. Data Integrity, Analytics & HR Systems • Owns the accuracy and completeness of IFB employee data across HR systems (SPRING, ASPIRE, and others) — audit-ready, always • Drives data cleanup and hygiene with Regional BU HR teams; resolves gaps proactively • Builds and refreshes dashboards covering the full employee lifecycle — headcount, recruitment, onboarding, attrition, performance, compensation, talent, learning, and diversity • Turns data into insight — dashboards are review-ready, not just accurate • Independently designs tracking dashboards for HR initiatives like onboarding and early retention — takes a brief, builds the framework, owns the output 2. HR Process Governance — Full Employee Lifecycle • Owns the data backbone for manpower planning (MPC) — collection, validation, finalisation, across all markets • Tracks headcount versus plan; flags variances early • Supports headcount and manpower cost trend analysis — past trends, future projections, location-wise — feeding long-range workforce planning • Manages data and tracking for the annual compensation review (ACR) and performance management cycle — merit matrices, budgets, ratings, completion • Coordinates ACR and PMS operations across markets — liaises with Regional BU HR and Compensation COE; prepares leadership briefs • Drives attrition data — current, accurate, and ready for leadership review • Maintains recruitment tracking — hiring progress, open positions, fulfilment timelines, in partnership with Recruitment COE • Runs the data and dashboard infrastructure for talent & learning — programme completion, participation, and COE support across markets 3. Leadership Review Preparation • Leads data inputs for leadership forums — CMD MIS, CHRO reviews, Regional Leadership Team sessions — accurate, sharp, on time • Maintains the review calendar and action tracker; flags pending closures to leadership • Synthesises lifecycle data into clear, executive-ready presentations 4. HR Operations & Project Support • Supports the Sr. Manager T&L and SVP HR on the broader IFB HR agenda • Supports long-range workforce planning aligned with business strategy • Picks up HR projects as assigned — coordinates, tracks, delivers • Handles confidential workforce and leadership data with discretion, always. DESIRED EXPERIENCE AND KNOWLEDGE Educational Qualifications • A strong graduate degree from a reputed institute — any discipline • MBA / PGDM will be an advantage; not mandatory. HR, Finance, or Business Analytics backgrounds particularly relevant. Experience • Must-have: 2– 5 years in HR operations, HR analytics, or HRIS — generalist HR backgrounds without strong data exposure will not be the right fit • Must-have: A track record of building, not just maintaining, a tracking or reporting tool • Must-have: Hands-on exposure to at least two of: manpower planning, compensation cycles, performance management, talent & learning, attrition tracking, or recruitment analytics • Good-to-have: Experience in a matrixed, multi-geography organisation — pharma, FMCG, healthcare, or financial services preferred • Good-to-have: Exposure to Power BI, Tableau, or similar tools alongside advanced Excel Knowledge and Skills ( Functional / Technical ) • Must-have: Advanced Excel and PowerPoint — large datasets, pivot tables, complex formulas, sharp presentation design • Must-have: Ability to design tracking frameworks from scratch — turn a rough brief into a working dashboard • Must-have: Grasp of HR processes across the employee lifecycle — enough to independently judge what data matters and why • Must-have: Sharp attention to detail — catches errors others miss • Must-have: Strong project coordination — manages multiple processes, deadlines, and stakeholders without dropping the ball • Good-to-have: Working knowledge of (or appetite to learn) Power BI or equivalent • Good-to-have: Exposure to HR systems (SAP, Workday, SuccessFactors, or equivalent) Behavioural Attributes 1. Takes a vague brief and builds a clear solution — independently 2. Analytical — spots patterns, identifies root causes, fixes things at the source 3. Organised and execution-focused — finishes what’s started, without being chased 4. A details person — numbers don’t slip past 5. Collaborative — builds trust across Regional BU HR, COEs, and business stakeholders 6. Discreet — confidential data stays confidential Other Requirements ( License / Certification & Specialized Training ) • Comfortable working across time zones and with Regional BU HR teams across IFB’s 80+ markets • Willingness to engage across a broad range of HR projects and tasks as assigned by the Sr. Manager T&L or SVP HR • Good-to-have: PMP, PRINCE2, or data analytics certification