Group Lead HRBP – People Analytics

Job Accountabilities

1. Use advanced statistical models and gen AI tools to comprehend unorganized data sets to create comprehensible data and reporting.
2. Support execution of HR analytics metrics (phase wise) across all employee lifecycle stages.
3. Collaborate with HRBPs and CoEs to validate metric definitions, data sources, and reporting logic.
4. Develop, maintain, and continuously improve dashboards using tools such as Excel, Power BI, or Tableau.
5. Provide monthly and quarterly analytics packs for HR and business leadership reviews.
6. Perform deep-dive analysis on workforce trends including attrition, performance, DEI, and internal mobility.
7. Partner with system owners (Oracle, Darwin box, LMS) to ensure high data accuracy and usability.
8. Contribute to the design and implementation of predictive models (e.g., attrition risk, performance potential) and simulation models.
9. Translate analytics into storytelling formats for senior stakeholders with clear insights and recommendations.
10. Track usage and adoption of dashboards; identify gaps in insights and recommend improvements.
11. Maintain documentation and process standards to ensure scalability and knowledge continuity.

Key Deliverables

The HR Analytics Strategy for Group Technology has recently been defined, and a prioritized list of metrics across employee lifecycle stages has been identified. However, actual execution — including metric validation, dashboard creation, adoption by HRBPs, and integration with business reviews — is still in its early phases.

This role is central to turning that strategy into reality. It is both hands-on and strategic — involving manual collation of data, close coordination with HRBPs and COEs, and continuous improvement of analytics output through structured feedback loops and an evolved understanding of the industry benchmarks for growth stage technology enterprises.

The role will operate in a build-operate-refine model — helping define metrics, identify and clean data sources, create MVP dashboards, and embed insights into regular talent reviews. The individual must be comfortable navigating ambiguity, working with imperfect data, and co-creating reporting solutions where systems fall short.

The role will be instrumental in elevating Group Technology’s people analytics maturity — moving from backward-looking reports to forward-looking insights that support retention, performance, development, and workforce planning decisions

Qualifications, Experience And Skills

Essential:

• Bachelor’s/Master’s degree in HR, Business Analytics, Statistics, or a related field.
• 3–5 years of experience in HR analytics, people insights, business insights, or business partnering roles.
• Proven experience building dashboards and conducting workforce analytics.
• Advanced Excel; working knowledge of data visualization tools like Power BI/Tableau.
• Strong analytical thinking and ability to interpret complex datasets.
• Strong verbal and written communication skills — able to simplify and present insights.

Preferred:

• Exposure to predictive analytics models (e.g., attrition, flight risk, clustering).
• Familiarity with HR platforms like Oracle, Darwinbox, or similar.
• Experience working in a matrixed or global HR environment

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