Senior Manager and Head - People Analytics

The company seeks to transform People Analytics from a reporting function into a strategic

workforce intelligence capability. This role will own the design and evolution of people data

ecosystem, analytics strategy, AI-enabled decision, and workforce insights agenda.

The role will partner closely with CHRO, HR Leadership Team, HR Tech, CIO, Finance,

Talent Acquisition, Learning, and Business Leaders to create a unified people intelligence

platform that enables faster, smarter workforce decisions.

Key Responsibilities

1. Build the Future State People Analytics Function

- Define the vision, operating model, and roadmap for People Analytics.
- Shift the team from reporting and metrics production toward insight generation
- Establish a hypothesis-driven analytics approach aligned to business outcomes.
- Identify workforce intelligence use cases that directly impact growth, productivity,

retention, deployment, and profitability.

2. Create a Unified People Data Foundation

- Design and drive the integration of multiple HR and business data sources into a

scalable analytics architecture.

- Partner with HR Tech, IT to develop a single source of truth for workforce data.
- Eliminate manual data collation through automation/ modern data platforms.
- Define common business definitions, metrics, and governance standards.

3. Lead AI and Advanced Analytics Adoption

- Leverage AI, LLMs, modern analytics technologies to improve workforce insights.
- Identify opportunities to automate analysis, reporting, and executive reporting.
- Develop use cases such as: Predictive attrition, Skill supply-demand forecasting,

Deployment intelligence, Leadership effectiveness analytics, Learning ROI analytics





- Drive experimentation with new AI-enabled workforce planning capabilities.

4. Deliver Strategic Business Insights

Move beyond answering: "What happened?" to To answering: "Why did it happen?" And:

"What should we do next?" Examples: Drivers of regretted attrition, Critical skill shortages,

Talent acquisition funnel optimization

5. Act as an Internal Workforce Consulting Partner

- Challenge assumptions through data and insight.
- Frame business problems into analytical questions.
- Present findings and recommendations to senior leadership.
- Influence decisions through compelling storytelling and executive communication.

6. Build Capability Within the Team

- Coach analysts to think beyond reporting.
- Establish analytical problem-solving frameworks.
- Introduce modern tools including AI-powered analytics.
- Develop a culture of curiosity, experimentation, and business impact.

Ideal Candidate Profile

Must Have

- 10-15+ years experience in Analytics, Workforce Analytics, Business Analytics,

Strategy, Consulting, Data Products or a related field.

- Robust understanding of analytics-driven business decision making.
- Demonstrated ability to influence senior business leaders.
- Strong problem solving and structured thinking skills.

Preferred: Experience in one or more of People Analytics, Workforce Planning,

Management Consulting, Data Strategy, Analytics Product Management, Enterprise Data &

AI Transformation

Technical Expectations: Understanding of: SQL/Python, Power BI / Tableau, AI / LLM

applications, Workforce Analytics methodologies

Important: This is not expected to be a hands-on coding role, but the individual must be

capable of architecting solutions and engaging effectively with technical teams.

📌 HR Analytics Senior Manager (Bengaluru)
🏢 Spot Your Leaders
📍 Bengaluru