Job Description - Lead, People Analytics & Process Excellence:

Role Summary :

The Lead People Analytics & Process Excellence plays a critical role in enabling data-driven HR decision-making by combining strong HR domain expertise, analytics, and process governance. The role partners closely with HRBPs, Business units, and People Leadership to translate workforce data into meaningful insights, strengthen HR data governance, and continuously improve People & Culture processes.

Technology, dashboards, and automation are used as enablers, with a strong emphasis on HR context, interpretation, and impact.

Key Responsibilities :

1. People Analytics & HR Insights :

- Own and deliver end-to-end HR analytics across key people areas such as attrition, tenure, headcount, hiring, workforce planning, attendance, performance, engagement, and DEI.

- Translate HR data into actionable insights and recommendations, grounded in strong understanding of HR policies, workforce dynamics, and business realities.

- Conduct diagnostic and trend analysis to identify risks, root causes, and opportunities impacting talent outcomes.

- Partner with HRBPs and Business units to support business decisions through meaningful people insights rather than just dashboards.

2. HR Data Governance & Quality :

- Drive HR data accuracy, consistency, and integrity across HRMS platforms (Workday / SuccessFactors / Darwinbox).

- Establish and maintain data governance frameworks, definitions, and reporting standards aligned to HR and compliance requirements.

- Act as a single point of accountability for resolving data discrepancies and strengthening reporting discipline across P&C teams.

- Support audit readiness by ensuring HR data, documentation, and controls are robust and reliable.

3. Process Excellence & Continuous Improvement:

- Identify gaps and inefficiencies across hire-to-retire HR processes and recommend improvements focused on scalability, control, and employee experience.

- Lead process mapping, SOP creation, and standardization across HR operations and reporting workflows.

- Collaborate with HR stakeholders to simplify processes while balancing governance, compliance, and business agility.

4. Reporting & Leadership Support:

- Deliver periodic HR reports and insights (weekly, monthly, quarterly) for leadership, global stakeholders, and governance forums.

- Support strategic HR initiatives such as workforce planning, organizational design, engagement programs, and talent reviews with data-backed insights.

- Enable leaders to move from data consumption to informed action through clear storytelling and interpretation.

5. Technology, Automation & AI (Good to Have / Enabler):

- Leverage dashboards, automation, and AI tools where they meaningfully improve HR outcomes or efficiency.

- Support adoption of analytics tools, workflow automations, and self-service reporting as part of broader HR transformation initiatives.

- Explore emerging HR tech and AI use cases pragmatically, keeping HR value and usability at the center.

Key Skills & Competencies:

Core HR & Business Skills (Primary):

- Strong understanding of HR processes, policies, and workforce lifecycle

- Ability to interpret people data within HR and business context

- Stakeholder management with HRBPs, Business units, and senior leaders

- Analytical thinking, problem-solving, and storytelling

- Governance mindset with attention to risk, compliance, and controls

Analytics & Tools (Secondary / Good to Have):

- Experience with HR dashboards and reporting (Power BI or similar tools preferred)

- Advanced Excel; exposure to SQL or Python is a plus

- Familiarity with Power Automate, AI tools, or workflow automation is desirable but not mandatory

HR Systems:

- Experience working with Workday, SuccessFactors, or Darwinbox

Experience Required:

- 6-8 years of experience in HR Analytics, People Insights, HR Operations, HR Tech, or Process Excellence.

- Proven experience partnering with HR teams to deliver insight-led outcomes, not just reports.

- Exposure to automation, AI, or advanced analytics within HR is a strong advantage, but not a prerequisite.

Key Outcomes Expected: