HR Analyst – HR Analytics & Workforce Planning

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