To design and lead the HR Analytics agenda by transforming people data into actionable business intelligence. The role integrates HR metrics with business outcomes, leverages the latest Generative AI tools for data-driven storytelling, and delivers consulting-grade insights to the Board and Leadership Team.

1. Strategic HR Analytics

- Build a robust HR analytics framework covering recruitment, productivity, attrition, engagement, learning, and performance.

- Identify data patterns, correlations, and predictors of performance and retention using advanced analytics.

- Develop workforce models linking HR outcomes to business KPIs (e.g., sales productivity, VNB per capita, wage cost, and advisor activation).

- Partner with HRBPs and Business Heads to embed analytics-driven decision-making into HR operations.

2. Gen-AI-Enabled Data Insights

- Use leading-edge Gen-AI platforms (ChatGPT Enterprise, Gemini, Claude, CoPilot, Tableau Pulse, etc.) for automated insight generation, data summarization, and report narration.

- Build prompt libraries and AI-driven data assistants for HR dashboards and MIS reporting.

- Experiment with AI workflows that auto-generate insights such as "monthly attrition narrative," "training ROI summary," or "wage-cost vs productivity correlation."

- Upskill HR teams on Gen-AI tools for analytics, visualization, and storytelling.

3. Visualization & Board-Ready Storytelling

- Create Board and ExCom decks that convert data into strategic narratives and action points.

- Use visualization tools such as Power BI, Tableau, and Looker Studio to build interactive, real-time dashboards.

- Ensure dashboards and decks meet "consulting-grade" visual standards (PwC / McKinsey style) with high data accuracy and business linkage.

- Translate complex data into simple, visually compelling stories for non-technical audiences.

4. Data Governance & Integration

- Collaborate with HR Technology, Finance, and Business Analytics teams to ensure data accuracy and integration across HRMS, LMS, and TMS systems.

- Define data taxonomies, metric definitions, and standard reporting cadences for HR metrics.

- Implement automation for recurring HR reports and leadership dashboards.

Key Deliverables

- Monthly HR Dashboard: Attrition, Productivity, Hiring Funnel, Training Effectiveness, and Engagement Metrics.

- Quarterly Board Decks: Trend insights, correlations, and predictive analytics with visual storytelling.

- Automation Tools: Gen-AI-driven HR reports, prompt-based insight generators, and dashboard narration bots.

- Predictive Models: Attrition prediction, hiring quality index, and productivity forecasting.

- Capability Building: Analytics and Gen-AI enablement modules for HR and Business teams.

Experience & Qualifications

- Education: MBA / PGDM in HR, Data Analytics, or related quantitative discipline.

- Experience: 10-15 years in HR Analytics / People Insights / Workforce Planning in BFSI or large-scale service sectors.

- Proven ability to create C-suite or Board-level HR dashboards and presentations independently.

- Demonstrated experience with Generative AI tools in data analytics, visualization, or automation.

Core Competencies

- Functional Expertise Leadership & Behavioral

- Power BI / Tableau / Looker Studio Strategic orientation

- Advanced Excel, SQL, Python (preferred) Storytelling and visualization

- HRMS / LMS / TMS data handling Executive presence

- Generative AI & prompt engineering Business acumen

- Predictive & prescriptive analytics High analytical curiosity

Success Measures (KPIs)

- Improvement in accuracy and timeliness of HR analytics and dashboards.

- Adoption of HR analytics by business leaders and CHRO office.

- Reduction in manual reporting through automation and AI tools.

- Measurable insights driving business outcomes (productivity, retention, cost optimization).

- Quality and impact of Board / Leadership presentations.

Work Environment

A dynamic, data-driven HR function focused on enabling business impact through insight, innovation, and AI-led transformation. The role demands strong analytical depth, high visual storytelling ability, and the confidence to present insights directly to the CHRO, CEO, and Board.