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, bu

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