HR Planning & Analytics Role

Description: The role is responsible for annual HR planning, Manpower forecasting, data-driven decision making, and Talent Planning and Talent Management. This is an IC Role.

The role focuses on creating data-backed insights to drive organizational decision-making, optimizing manpower needs, improving HR processes through strong analytical frameworks and HR systems expertise.

Key Responsibilities:

1. Workforce Planning & Manpower Management:

- Execute annual workforce planning activity with HRBPs and business stakeholders.

- Forecast manpower requirements based on business priorities, productivity trends, and organizational structure for sales offices and corporate functions in HO.

- Support organizational restructuring and job evaluations through data-backed recommendations.

HR Analytics, Dashboards & Reporting:

- Build and maintain dashboards for key HR metrics such as attrition, hiring, productivity, performance outcomes, diversity.

- Design, maintain, and automate HR dashboards (Power BI/Tableau) for leadership review (monthly, quarterly, annual).

- Conduct deep-dive analytics to identify trends, risks, and opportunities (e.g., attrition drivers, hiring quality, skill gaps).

- Ensure accuracy, timeliness, and consistency of HR data across systems.

3. HR Planning, Talent Frameworks:

- Assist in creating the Annual HR Business Plan, budgets.

- Support organizational restructuring, efficiency studies, and span-of-control analysis.

- Conduct benchmarking against automotive industry and best-in-class organizations.

- Implement Succession Planning, Talent Mobility, and internal movement frameworks across the organization in collaboration with HRBPs and leadership.

HR Systems & Digital HR initiatives:

- Lead digital HR initiatives related to automation - HR reports, dashboards, and processes to ensure efficiency and reduce manual work.

- Ensure compliance with data governance standards and audit requirements.

5. HR Process Support & Stakeholder Management:

- Present insights, trends, and recommendations to HR leadership and business stakeholders.

- Ensure high stakeholder alignment and adoption of HR dashboards, reports, and analytics tools.