Role Overview

We are looking for a detail-oriented, proactive, and analytical HR Analyst to join our HR team in Bangalore. The HR Analyst will work closely with the Head of HR and support post-onboarding, end-to-end employee lifecycle activities, including HR operations, employee engagement, performance management, HR analytics, resource management, succession planning, training administration, HRMS/HRIS implementation, and employee exits.

This role is ideal for someone who enjoys working across different areas of HR, is comfortable working with people data and dashboards, and can manage multiple priorities independently in a fast-paced startup environment.

Key Responsibilities

1. Employee Lifecycle Management – Post-Onboarding

- Support employees throughout the post-onboarding employee lifecycle, from joining through exit.
- Coordinate probation confirmation, employee movements, promotions, transfers, and exits.
- Maintain accurate employee records and HR documentation.
- Act as a point of contact for employees and managers on HR policies, processes, and employee-related queries.
- Ensure a smooth and positive employee experience throughout the employee lifecycle.

2. HR Operations & HRMS/HRIS

- Manage day-to-day HR operations and ensure HR processes are completed accurately and within timelines.
- Maintain employee data and records in the HRMS/HRIS.
- Support HRMS/HRIS implementation, configuration, testing, data migration, process mapping, and rollout.
- Manage leave, attendance, timesheet, and employee data processes.
- Verify timesheets and coordinate with employees/managers to resolve discrepancies.
- Prepare HR reports, trackers, and dashboards for management review.
- Identify opportunities to improve and automate HR processes.

3. Performance Management

- Support the Head of HR with performance management cycles, including goal setting, performance reviews, feedback, and documentation.
- Coordinate performance review timelines and follow up with managers and employees.
- Maintain performance-related records and trackers.
- Support performance improvement plans and other performance-management processes as required.
- Help managers follow a consistent and structured performance management process.

4. Training & Development

- Coordinate employee training and development programs.
- Maintain the training dashboard, including training completion, certifications, budgets, and participation records.
- Track and maintain SAP certification records and certification status for employees.
- Coordinate with employees, managers, and training providers on certification and learning requirements.
- Track training effectiveness, feedback, and completion.
- Support the Head of HR with learning and development initiatives.

5. Employee Engagement & Experience





- Support employee engagement initiatives, Rewards & Recognition programs, employee surveys, HR events, and internal communications.
- Track participation and feedback from engagement initiatives.
- Support employee experience and culture-building initiatives.
- Identify opportunities to improve employee engagement and provide insights to the Head of HR

6. Resource Management & Workforce Planning

- Support resource management and workforce planning in coordination with business and functional managers.
- Maintain visibility of employee capacity, allocation, availability, and upcoming resource requirements.
- Support workforce data and reports to identify current and future talent requirements.
- Track internal movements, role changes, and resource utilization.
- Support managers in identifying resource gaps and workforce planning requirements.

7. Succession Planning & Talent Management

- Support the Head of HR with succession planning and talent management initiatives.
- Maintain talent and succession planning data and trackers.
- Support identification of critical roles and potential successors.
- Track development plans for identified talent and high-potential employees.
- Support career development and internal mobility initiatives.

8. HR Analytics & Reporting

- Prepare HR reports and dashboards covering:
- Headcount and employee movements
- Attrition and exits
- Attendance and leave
- Timesheet compliance
- Performance management
- Training and development
- SAP certifications
- Employee engagement
- Resource allocation and workforce planning
- Analyze HR data and highlight trends, gaps, and areas requiring attention.
- Ensure accuracy, confidentiality, and timely reporting of HR data.

9. Cross-Functional Coordination

- Work closely with Finance, Operations, IT, business managers, and the Head of HR on employee-related processes.
- Support payroll inputs by ensuring employee, attendance, leave, timesheet, and other relevant data is accurate.
- Coordinate with Finance on employee-related data and documentation.
- Partner with IT and Operations on employee movements, access, assets, exits, and clearance processes.

10. HR Compliance & Documentation

- Support the Head of HR with statutory, policy, and compliance-related HR activities.
- Maintain employee files, HR policies, letters, records, and documentation.




- Ensure HR processes are consistently followed and properly documented.
- Support audits and compliance requirements when required.

11. Process Improvement & HR Projects

- Identify gaps or inefficiencies in existing HR processes and recommend practical improvements.
- Support HR automation, digitization, and process standardization.
- Take ownership of assigned HR projects and ensure timely execution.
- Support the Head of HR on strategic and operational HR initiatives.

What We're Looking For

- 2–4 years of experience in HR Analyst, HR Generalist, HR Operations, HR Executive, or similar roles.
- Experience supporting the post-onboarding employee lifecycle.
- Experience working in a startup or fast-paced business environment.
- Hands-on experience in HR operations, employee engagement, performance management, and HR reporting.
- Experience with HRMS/HRIS implementation and administration, including testing, configuration, data migration, or process rollout.
- Experience supporting resource management, workforce planning, and/or succession planning.
- Experience managing training dashboards and employee certification records, preferably SAP certifications.
- Strong Excel/Google Sheets skills and comfort working with HR data and dashboards.
- Good understanding of employee lifecycle processes and Indian HR practices.
- Strong communication, interpersonal, coordination, and follow-up skills.
- High attention to detail and ability to maintain accurate documentation.
- Ability to handle confidential employee information with discretion.
- Ability to work independently and manage multiple priorities in a dynamic environment.

Preferred Skills

- Experience with HRMS/HRIS platforms such as GreytHR, SAP SuccessFactors, Darwinbox, Zoho People, Workday, or similar systems.
- Experience in HRMS/HRIS implementation or system migration projects.
- Experience with HR dashboards and people analytics.
- Exposure to performance management, talent management, and succession planning.
- Robust Excel skills, including Pivot Tables, lookups, and data analysis.
- Exposure to Indian HR statutory and compliance processes.
- Experience working with SAP employees, SAP certifications, or SAP-focused organizations would be an advantage.

What This Role Offers

This role provides an opportunity to work closely with the Head of HR and gain broad exposure across HR Operations, Employee Experience, Performance Management, HR Analytics, Training & Development, Resource Management, Workforce Planning, Succession Planning, HRMS/HRIS, Compliance, and HR Projects.

The role offers strong exposure to both operational and strategic HR, with the opportunity to progressively take ownership of HR processes and grow into a broader HRBP / People Partner role.

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