Role Summary
We are seeking a detail-oriented HR Data Analyst who can transform raw HR data into clear, actionable insights for leadership decision-making. This role sits at the intersection of HR operations and analytics — the ideal candidate is equally comfortable engaging with stakeholders to understand business requirements and independently executing the analysis, structuring, and visualization needed to address them. This is a high-ownership role suited for someone who takes a reporting need from concept to a polished, decision-ready dashboard.
Key Responsibilities
1. Requirement Gathering & Documentation
- Partner with HR leadership and business stakeholders to understand reporting and analytics requirement
- Translate business needs into clear Business Requirement Documents (BRDs) and functional specification
- Prioritize and scope requests based on business impact, urgency, and feasibility
2. Data Structuring & Cleaning
- Consolidate HR data from multiple sources, including HRMS, payroll, attendance, recruitment, and exit data
- Clean, validate, and structure raw datasets into reliable, analysis-ready format
- Build and maintain standardized templates and master datasets to ensure consistency and minimize reporting error
3. Dashboard & Visualization Development
- Design and build interactive, intuitive dashboards (Power BI, Tableau, or advanced Excel/Google Sheets) covering key HR metrics such as attrition, headcount, hiring funnel, engagement, and performance
- Ensure dashboards are accurate, regularly refreshed, and easy to interpret for non-technical audience
- Continuously refine visualizations based on stakeholder feedback and evolving business priorities
4. Advanced Excel & Spreadsheet Management
- Build and maintain complex formulas, pivot tables, and data models in Excel/Google Sheet
- Maintain organized, error-free trackers for headcount, compensation, attendance, and other core HR dataset
5. AI & Emerging Tools Capabilities
- Leverage AI tools (e.g., ChatGPT, Claude, Copilot) to accelerate analysis, summarize large datasets, and generate quick insight
- Stay current on AI-assisted analytics tools and recommend adoption where it improves efficiency
- Explore opportunities to apply predictive analytics to HR use cases such as attrition risk and hiring forecast
6. Insights & Reporting
- Convert data into clear, actionable insights that support leadership decision-makin
- Prepare periodic (weekly, monthly, quarterly) HR MIS reports with a high standard of accuracy
- Proactively identify trends, anomalies, and improvement opportunities within HR data, rather than relying solely on ad-hoc request
Required Skills & Qualification
Technical Skills
- Advanced proficiency in Excel/Google Sheets (pivot tables, lookups, array formula
- Strong working knowledge of at least one visualization tool: Power BI, Tableau, or Looker Studio
- Basic to intermediate SQL knowledge is an advantage
- Comfortable adopting AI tools to enhance analytical productivity
Functional Skills
- Solid understanding of core HR processes and metrics (attrition, recruitment funnel, headcount planning, performance, engagement
- Demonstrated experience writing BRDs and converting business requirements into technical deliverables
- Strong data cleaning and structuring skills across multiple, often unstructured, data sources Soft Skills
- Excellent stakeholder management — able to extract clear requirements from non-technical HR and business use
- High attention to detail and a strong commitment to data accuracy
- Ability to simplify complex datasets into clear, compelling visual narratives
- Self-driven and proactive in identifying reporting gaps and improvement opportunities
Education
- Graduate/Postgraduate in any discipline; background in Statistics, Commerce, HR, or Data Analytics preferred
- Certifications in Power BI, Tableau, or Data Analytics are an added advantage
Experience Requirement
3–5 years of relevant experience in HR analytics, MIS, or data analytics roles. Strong preference for HR domain exposure; candidates with a robust analytics background and willingness to learn HR processes will also be considered
