Human Resource Analyst- Executive

Job description

**Role & responsibilities** **Designation: HR Analyst** **Function: HR** **Location: Mumbai** **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 lifecycleincluding 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. . **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. - **Preferred candidate profile** **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** - Takes a vague brief and builds a clear solution — independently - Analytical — spots patterns, identifies root causes, fixes things at the source - Organised and execution-focused — finishes what’s started, without being chased - A details person — numbers don’t slip past - Collaborative — builds trust across Regional BU HR, COEs, and business stakeholders - 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