Talent Management & HR Data Analyst

Function: Human Resources

Location: Bengaluru

Experience: 3–6 years

Reporting to: Talent Management & Development / Organisation Effectiveness

About Duroflex

Six decades ago, Duroflex started with foam. Today, it is one of India's most recognised sleep solutions companies — and it is still building.

Founded in 1963 in Bengaluru, Duroflex has grown from a manufacturing-first business into a full-spectrum sleep solutions company with a pan-India presence across retail, modern trade, and digital channels. What has not changed in over 60 years is our obsession with quality — from raw material to the moment a product reaches a customer's home.

Who We Are Building For

Duroflex is not looking for someone to fill a seat. We are looking for a builder — someone who finds it deeply satisfying to create order from ambiguity, turn insights into decisions, and turn decisions into processes that work in the real world.

Our HR function is lean by design and ambitious by conviction. With a mandate to build for the future, we are looking for someone who can help shape how we manage talent, develop leaders, strengthen organisational effectiveness, and create a high-performance culture.

This role sits at the intersection of talent management, organisation effectiveness, people analytics, and process automation. You will work on initiatives that influence how employees perform, grow, and experience the organisation, while building the systems and data infrastructure that make these initiatives scalable and measurable.

If you enjoy solving people-related business problems, designing structured interventions, working with data, and seeing projects through from concept to implementation, this role is for you.

What You Will Own

1. Talent Management — Building Systems for Performance and Growth

- Support the design, implementation, and continuous improvement of talent management frameworks aligned with business priorities.

- Drive the end-to-end execution of performance management processes, including goal setting, KPI governance, performance reviews, calibration, and development planning.

- Coordinate talent reviews, talent identification, succession planning, and critical-role assessments, translating discussions into actionable talent development plans.

- Support the design and implementation of frameworks for identifying and developing high-potential employees and future leaders.

- Build mechanisms to track individual development plans, career progression, readiness for future roles, and the effectiveness of talent interventions.

- Partner with business leaders and HR business partners to ensure talent management processes are adopted consistently and lead to meaningful outcomes.

2. Leadership Development & Learning — Turning Capability Needs into Action

- Support the design and execution of leadership development, manager capability, mentoring, and employee development initiatives.

- Identify capability gaps using performance data, talent reviews, stakeholder inputs, and organisational requirements.

- Translate identified gaps into structured development interventions, working with internal subject-matter experts and external partners where required.

- Coordinate programme design, stakeholder alignment, implementation, participant engagement, and post-programme evaluation.

- Establish mechanisms to assess learning effectiveness and track the application of learning on the job.

- Build scalable learning processes and frameworks that strengthen managerial effectiveness and support the organisation's evolving capability requirements.

3. Organisation Effectiveness — Improving How the Organisation Works





- Support organisation design and effectiveness initiatives through organisational diagnostics, workforce analysis, role clarity, spans and layers, and structural reviews.

- Analyse organisational challenges and identify opportunities to improve productivity, accountability, decision-making, and cross-functional collaboration.

- Partner with HR and business stakeholders to map current-state processes, identify bottlenecks, and design practical improvements.

- Support interventions relating to organisational culture, employee engagement, managerial effectiveness, and employee experience.

- Translate diagnostic findings into actionable recommendations, implementation plans, and measurable success indicators.

- Help ensure organisation effectiveness initiatives are embedded into everyday ways of working rather than remaining standalone projects.

4. Workforce Planning & People Analytics — Making Data Actionable

- Develop and maintain HR reports, trackers, and analytical frameworks covering workforce composition, headcount, attrition, performance, talent, engagement, and learning.

- Support workforce planning through headcount analysis, manpower tracking, organisational data, and identification of emerging workforce trends.

- Analyse people data to identify patterns, anomalies, risks, and opportunities that can inform talent and organisation decisions.

- Build metrics that measure the effectiveness of talent management and organisation development interventions.

- Translate data into actionable insights and recommendations for HR and business leaders, connecting people metrics to business priorities.

- Establish reliable data definitions, reporting standards, and validation mechanisms to improve the accuracy and consistency of HR information.

- Move beyond descriptive reporting to help identify underlying causes and opportunities for proactive intervention.

5. HR Process Design, Systems & Automation — Building for Scale

- Design, document, and continuously improve HR processes across performance management, talent reviews, development planning, learning, and other key employee lifecycle processes.

- Leverage Darwinbox, Excel, Google Sheets, and workflow automation to simplify processes, reduce manual effort, and improve data accuracy.

- Build and maintain automated trackers, data consolidation mechanisms, workflow tools, forms, and reporting systems using Google Apps Script and related tools.

- Identify repetitive, manual, or error-prone activities and develop practical technology-enabled solutions.

- Support HRMS enhancements through requirements gathering, process configuration coordination, user acceptance testing, troubleshooting, and adoption.

- Establish process documentation, governance mechanisms, review cadences, and standard operating procedures to ensure continuity and consistency.

- Ensure that automation strengthens process reliability, controls, and user experience rather than simply digitising existing inefficiencies.

6. Project Ownership & Stakeholder Partnership — From Idea to Impact

- Manage talent management and organisation effectiveness initiatives end to end, from problem definition and design through implementation, adoption, and impact assessment.

- Develop project plans, timelines, stakeholder maps, governance mechanisms,



and progress reviews to drive timely execution.

- Work closely with HR business partners, functional leaders, employees, and other stakeholders to understand business needs and translate them into practical interventions.

- Facilitate stakeholder discussions, consolidate inputs, communicate progress, and ensure clarity on ownership and next steps.

- Monitor implementation progress, flag risks, resolve execution challenges, and recommend course corrections.

- Establish clear success measures and evaluate whether interventions are delivering the intended organisational and employee outcomes.

What You Bring

- A bachelor's or master's degree in Human Resources, Business Administration, Organisational Psychology, or a related discipline.

- 3–6 years of relevant experience in talent management, organisation development, organisation effectiveness, HR consulting, learning and development, or related HR roles.

- Hands-on experience supporting or implementing at least some of the following: performance management, talent reviews, succession planning, leadership development, learning interventions, employee engagement, or organisation effectiveness initiatives.

- Solid analytical skills and the ability to use data to identify problems, generate insights, and support decisions.

- Advanced proficiency in Excel or Google Sheets, including complex formulas, lookups, pivot tables, data consolidation, and reporting.

- Experience working with HRMS platforms; familiarity with Darwinbox is an advantage.

- Working knowledge of Google Apps Script, workflow automation, or similar tools to automate recurring HR processes.

- Strong project management and execution skills, with the ability to manage multiple initiatives and stakeholders simultaneously.

- Excellent communication, documentation, presentation, and stakeholder management skills.

The Mindset That Will Help You Succeed

Builder's mindset: Comfortable creating structure, systems, and processes where none exist.

Outcome orientation: Focuses on implementation, adoption, and measurable impact rather than activity completion alone.

Analytical curiosity: Questions assumptions, investigates anomalies, and uses evidence to inform decisions.

Human-centred thinking: Understands that effective talent and organisational processes must work for both the business and its people.

Technology affinity: Looks for practical ways to use data, systems, and automation to improve HR effectiveness.

Ownership and accountability: Takes responsibility for deliverables, follows through on commitments, and proactively addresses execution challenges.

Adaptability: Comfortable operating in a lean, evolving environment where priorities may shift and solutions must be built iteratively.

What Success Looks Like

- Talent management processes are implemented consistently, with clear governance, ownership, and timelines.

- Performance and talent review outcomes translate into actionable development and succession plans.

- Leadership and manager development interventions are executed effectively and evaluated for impact.

- Organisation effectiveness initiatives result in measurable improvements in role clarity, accountability, or ways of working.

- Workforce and talent data are accurate, accessible, and used to inform decisions.

- Recurring HR processes become more standardised, automated, and efficient.

- Projects move from design to implementation with strong stakeholder alignment, adoption, and follow-through.

At Duroflex, you will help build the talent systems, organisational capabilities, and data-driven processes that enable our people and business to perform at their best.

📌 Lead - Business Analyst & HR Process Architect (Bengaluru)
🏢 Duroflex
📍 Bengaluru