: HR Partner – Analytics & AI Business

Role Purpose The HR Partner will support the Analytics & AI business and act as a strategic HR advisor to business and operations leadership, combining strong HR fundamentals with commercial understanding, data-driven decision-making, technology orientation and an understanding of the evolving Analytics and AI ecosystem.

The role requires an HR professional who is curious about AI, digital technologies and analytics, is comfortable working with data, and has the ability to translate business and people challenges into pragmatic HR solutions. The incumbent should have a strong interest in leveraging AI, automation, dashboards and analytics to improve HR processes, employee experience, workforce insights and business outcomes.

Key Responsibilities

1. Strategic HR Business Partnering & Analytics Domain Knowledge

- Partner closely with Analytics & AI business leaders as a strategic HR advisor and provide solutions to people-related business challenges.
- Develop a strong understanding of the Analytics, Data, Digital and AI business, including business models, talent segments, critical skills, workforce priorities and emerging capability requirements.
- Build business and commercial knowledge within the HR team to strengthen its ability to operate as a strategic partner to business and operations.
- Understand business challenges and proactively identify opportunities where HR process redesign, analytics, AI or automation can improve business outcomes.
- Identify emerging people risks, capability gaps and organizational issues early and appropriately escalate and resolve them.
- Ensure consistent implementation of organizational policies, processes and values while fostering a professional, collaborative and high-performance work environment.

2. HR Analytics, Dashboards & Data-Driven Decision Making

- Build and manage HR dashboards and people analytics covering key metrics such as attrition, retention, diversity, hiring, employee engagement, talent movement, compensation and workforce trends.
- Translate people data into actionable business insights, rather than limiting reporting to traditional HR metrics.
- Build a robust reporting framework for people metrics and provide leadership with meaningful analysis of trends, potential risks and opportunities.
- Leverage data and technology to develop insights from skip-level discussions, employee feedback, attrition analysis, exit information and other employee listening mechanisms.
- Design and strengthen Early Warning Systems to proactively identify potential attrition and employee concerns using appropriate data, analytics and technology.
- Bring together multiple sources of people data to enable more informed and proactive workforce decisions.

3. AI, Digital & HR Process Automation

- Demonstrate a strong interest in AI solutions, digital transformation, data management and emerging technologies, particularly their application within HR.
- Continuously identify HR processes that can be simplified, digitized or automated and take ownership for converting those opportunities into practical solutions.
- Understand business and HR challenges and develop technology-enabled solutions to address them.
- Explore and implement appropriate use cases for tools such as Microsoft Copilot and Claude across HR activities, including employee insights, exit management, reporting, analysis and productivity improvement.




- Partner with relevant stakeholders to automate repetitive HR activities and improve process efficiency, accuracy and employee experience.
- Bring a digital-first and automation mindset to HR rather than relying solely on conventional manual HR processes.

4. AI Events, Hackathons & Innovation Culture

- Drive employee engagement initiatives relevant to an Analytics & AI workforce, including AI events, hackathons, innovation forums, knowledge-sharing sessions and capability-building events.
- Have an understanding of how to design and launch hackathons for Data Scientists and Analytics/AI talent, including developing themes, engaging relevant stakeholders, driving employee participation and showcasing innovative ideas.
- Manage and strengthen AI forums across Analytics business areas and create platforms that encourage experimentation, innovation, knowledge sharing and collaboration.
- Stay curious and informed about developments across the AI industry and Analytics ecosystem and use these insights to strengthen employee engagement and talent initiatives.
- Develop new engagement interventions that harness employees' passion for data, analytics, AI, innovation and emerging technologies.

5. AI Academy, Learning & Future Skills

- Develop a strong understanding of Digital, Data, Analytics and AI learning curricula, including the organization's AI skill repository and emerging capability areas.
- Partner with business and Learning & Development teams to support AI Academy and digital capability-building initiatives.
- Understand evolving skills across Analytics and AI and help identify learning priorities that support future business requirements.
- Promote continuous learning, certification, experimentation and application of new AI and digital capabilities across the workforce.

6. Advanced Analytics & Technology Skills

- Possess advanced proficiency in Microsoft Excel, power point presentation including the ability to undertake complex data analysis and prepare management-level reports and dashboards.
- Should have working knowledge of Python and an understanding of how it can be applied to data analysis, HR analytics and process automation.
- Should have practical exposure to Microsoft Copilot and Claude, with the curiosity and capability to explore new AI tools and their application to HR.
- Demonstrate comfort working with structured datasets, HR dashboards, analytical outputs and visualization/reporting tools.
- Continuously explore new technology and automation opportunities that can strengthen HR effectiveness and decision-making.

7. Employee Engagement & Experience

- Build upon existing employee engagement initiatives and introduce interventions relevant to the Analytics & AI workforce.
- Create differentiated engagement opportunities for employees across Data Science, Analytics, Digital and AI disciplines.
- Use employee listening data and analytics to move from reactive engagement interventions toward targeted and proactive employee experience strategies.
- Ensure consistent communication of people initiatives to foster a positive,



collaborative and engaged work environment.

8. Employee Relations, Grievance Management & Governance

- Manage, investigate and report employee relations cases and ensure fair, consistent and timely resolution in accordance with company policies, procedures and values.
- Work closely with Legal, Compliance and Ethics teams on employee grievances, sensitive matters and leadership escalations.
- Identify recurring employee-relations themes through data and recommend systemic interventions where required.
- Support the definition and refinement of HR policies and processes to appropriately balance employee and organizational requirements.
- Maintain appropriate confidentiality, governance and responsible use of employee data when deploying analytics, AI or automation solutions.

9. Compensation, Workforce Economics & Business Impact

- Develop a strong understanding of market compa-ratios, internal compa-ratios, salary grids and compensation benchmarks, particularly for Analytics, Data Science, Digital and AI roles.
- Partner with business leaders on people metrics across retention, diversity, CSR, talent and people financial metrics.
- Identify sustainable cost-efficiency opportunities while balancing employee experience, business needs and talent-market realities.
- Analyze employee costs and workforce trends and identify opportunities to improve productivity, workforce effectiveness and gross margin.
- Provide data-backed recommendations rather than relying only on transactional HR reporting.

Desired Profile The ideal candidate should be a business-oriented, digitally curious and analytics-driven HR professional who:

- Understands the Analytics, Data, Digital and AI talent ecosystem.
- Has strong HR Business Partnering and stakeholder management capabilities.
- Is comfortable discussing business challenges with Analytics and AI leadership.
- Has hands-on experience with HR analytics, dashboards and people metrics.
- Has advanced Microsoft Excel, presentation capability and working knowledge of Python.
- Has experience or practical exposure to Microsoft Copilot, Claude and other AI-enabled productivity solutions.
- Has a strong interest in emerging AI solutions, technologies and industry developments.
- Understands the fundamentals of data management, digital transformation and AI capability development.
- Can identify opportunities for process automation and technology-led HR transformation and translate ideas into implementable solutions.
- Understands AI/digital learning ecosystems, AI Academies and skill repositories.
- Has experience in, or strong knowledge of, designing Data Science/AI hackathons, innovation forums and AI events.
- Demonstrates strong analytical thinking, problem-solving and executive communication skills.
- Can convert large amounts of people data into clear insights, recommendations and action plans for leadership.
- Combines employee centricity with a strong understanding of commercial and business outcomes.

This is not a conventional HR Business Partner role. We are looking for an HR professional who is passionate about Analytics, Data and AI and wants to apply technology to solve real people and business challenges. The individual should combine strong HR fundamentals with data fluency, digital curiosity and an automation mindset, and be motivated to experiment with AI-enabled solutions to build the next generation of HR practices for an Analytics & AI workforce

📌 Assistant Vice President - Business HR (Bengaluru)
🏢 EXL
📍 Bengaluru