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.

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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 explicit 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

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