Role Purpose The HR MIS & Analytics professional is responsible for managing HR data, reporting, workforce analytics, manpower planning, compliance tracking, and performance dashboards to support strategic and operational HR decision-making. The role ensures accuracy, timeliness, and integrity of HR data while providing actionable insights on workforce productivity, attrition, performance and manpower costs.

Key Responsibilities

1. HR MIS & Reporting

- Prepare and publish Monthly HR Dashboards and Management Information System (MIS) reports.
- Generate reports related to headcount, manpower movement, vacancies, hiring, exits, diversity, absenteeism, and workforce demographics.
- Maintain organization-wide HR metrics and KPI dashboards.
- Develop automated reporting mechanisms to improve efficiency and accuracy.
- Ensure data accuracy and consistency across all HR systems.

2. Manpower Planning & Workforce Analytics

- Support annual and quarterly manpower planning exercises.
- Track sanctioned strength vs actual manpower.
- Analyze workforce demand and supply across functions and locations.
- Monitor headcount trends and manpower utilization.
- Provide recommendations for workforce optimization and cost management.

3. Budget vs Actual Headcount & Cost Tracking

- Monitor manpower budgets against actual employee strength.
- Track manpower costs, recruitment costs, and HR operating budgets.
- Analyze employee cost trends and variances.
- Publish monthly budget variance reports for management review.

4. HR Compliance & Statutory Reporting

- Maintain statutory compliance checklist and trackers.
- Monitor compliance status related to labor laws and statutory obligations.
- Coordinate with relevant stakeholders for timely submission and closure of compliance requirements.
- Generate monthly compliance completion reports and exception reports.
- Support internal and external audits through data and documentation.

5. Payroll Inputs & HR Operations Support

- Consolidate and validate monthly payroll inputs.
- Process employee movements including confirmations, promotions, transfers, and salary revisions.
- Ensure accuracy of attendance, leave, incentives, arrears, and deductions data for payroll processing.
- Coordinate with payroll vendors/teams for timely payroll closure.

6. Performance Management System (PMS) Analytics





- Consolidate PMS data across departments.
- Track appraisal completion status and timelines.
- Prepare performance distribution reports and calibration insights.
- Analyze performance ratings, trends, and organizational performance effectiveness.
- Provide management dashboards on employee performance.

7. High Performer & Low Performer Tracking

- Maintain talent segmentation dashboards.
- Identify and track high-performing employees for succession and retention planning.
- Monitor low-performer improvement plans and progress.
- Support leadership reviews with performance and talent analytics.
- Generate department-wise performance trend reports.

8. Attrition Analysis & Retention Insights

- Maintain monthly attrition dashboards.
- Conduct voluntary and involuntary attrition analysis.
- Analyze attrition trends by department, grade, tenure, gender, and location.
- Track critical talent losses and retention risks.
- Provide actionable recommendations based on exit trends.

9. Exit Management Analytics

- Maintain exit tracker and employee separation database.
- Monitor exit process adherence and timelines.
- Analyze exit interview feedback and attrition reasons.
- Generate monthly and quarterly separation reports.
- Track regrettable and non-regrettable attrition.

10. Productivity & Workforce Efficiency Analysis

- Analyze employee productivity metrics and utilization levels.
- Prepare reports on manpower productivity by function/business unit.
- Study trends related to workforce efficiency and performance.
- Recommend measures for productivity improvement and workforce optimization.

11. Digital HR Records Management

- Maintain employee master database and digital employee records.
- Ensure proper documentation and data confidentiality.
- Manage HRIS data updates and records digitization.
- Conduct regular data audits to maintain accuracy and compliance.




- Ensure secure storage and retrieval of employee information.
- Exposure to Digital & AI Tools

12. HR Analytics & Decision Support

- Develop analytical models for workforce planning and HR decision-making.
- Create executive dashboards and management presentations.
- Support HR leadership with employee trend analysis and forecasting.
- Provide insights on hiring effectiveness, employee engagement, attendance, and productivity.
- Leverage HR analytics tools for advanced workforce reporting.

13. Recruitment & Onboarding Analytics

- Track recruitment funnel metrics.
- Monitor hiring status, joining trends, and offer acceptance rates.
- Provide recruitment MIS and aging reports.
- Analyse time-to-hire, cost-per-hire, and recruitment effectiveness.

14. HRIS & Data Governance

- Maintain HR databases with high levels of data integrity.
- Ensure data quality, accuracy, and compliance standards.
- Manage HRIS reports, templates, and workflows.
- Implement data validation and governance controls.

Key Performance Indicators (KPIs)

- 100% Accuracy in Monthly HR MIS Reports
- Timely Publication of HR Dashboards
- Payroll Input Accuracy
- Compliance Closure Percentage
- Budget vs Actual Variance Tracking
- PMS Completion Rate
- Attrition Reporting Accuracy
- Headcount Forecast Accuracy
- Data Quality & Audit Compliance
- Dashboard Automation & Process Improvements

Required Skills & Competencies

Technical Skills

- Advanced Microsoft Excel (Pivot Tables, Power Query, Power Pivot, Macros)
- Power BI / Tableau
- HRMS / HRIS Systems
- Payroll Analytics
- Data Visualization & Dashboarding
- Workforce Planning & Analytics
- Statistical Analysis & Forecasting

Behavioural Skills

- Robust Analytical Thinking
- Attention to Detail
- Data Accuracy & Integrity
- Problem Solving
- Stakeholder Management
- Business Acumen
- Confidentiality & Professional Ethics
- Presentation & Reporting Skills

Qualification & Experience

- MBA / MSW / PGDM in Human Resources or BSC Computer Science or BCom
- 3 to 5 years of experience in HR MIS, HR Operations, Workforce Analytics & HR Reporting
- Strong exposure to HR analytics, Digital Tools , Manpower Planning, Payroll Support , Statutory Compliance , Performance management reporting
- Experience in dashboard creation and HR data management preferred

📌 MIS & Analytics Off Roll position (3rd Party Payroll) (Chennai)
🏢 Dalmia Cement
📍 Chennai