About InMobi Group
InMobi Group has been a pioneer in mobile-first, AI-powered technology for over 18 years, shaping the future of advertising and consumer experiences. With businesses spanning AdTech, Consumer Tech (Glance), and Data Platforms, we're driving intelligent experiences at scale, powering over 500 million devices across markets like the US, Japan, India, and Brazil.
As a profitable, high-growth organization on a clear IPO trajectory, InMobi operates at the intersection of startup speed and public-market scalewhere data-driven decisions are critical to sustained success.
What you will be doing
We are looking for a Lead People Analytics to build and scale InMobi's people data and analytics capability as a strategic decision engine for the People Team and business leaders.
This role sits at the intersection of workforce economics, talent strategy, and data storytelling, enabling leaders to make informed decisions on hiring, attrition, cost, organization design, and capability investments.
You will own people analytics end-to-endfrom workforce cost modeling and dashboards to hypothesis-driven analysis and proactive insightswhile working closely with PBPs, Rewards, Finance, People Systems, and leadership.
Key Responsibilities
Workforce Cost & Planning Analytics
- Own workforce cost analytics across current state, projections, and scenario modeling.
- Track and model in-year cost vs exit cost, factoring exits, backfills, hiring plans, and timing shifts.
- Build buffers and assumptions to ensure projected workforce costs stay close to actuals through the year.
- Partner closely with Finance and Rewards to support budgeting, AOPs, and leadership reviews.
Dashboards, Reporting & Analytics Products
- Maintain and continuously improve existing People Analytics dashboards.
- Design and build new dashboards as requirements emerge across People teams.
- Primary tools: Power BI (strong DAX, data modeling, and performance optimization expected).
- Apply strong storyboarding, UX, and design principles to build user-centric, decision-ready dashboards.
- Ensure dashboards are intuitive, scalable, and aligned to leadership consumption needs.
Advanced, Predictive & Proactive Analytics
- Build analytics capabilities that move the org from descriptive diagnostic predictive insights.
- Develop proactive views on:
- Attrition risk
- Hiring effectiveness
- Workforce mix and cost evolution
- Org design and capability gaps
- Partner with People Systems and HR Tech teams to embed insights into workflows where possible.
Insights, Hypothesis Testing & Storytelling
- Act as a centralized analytics partner for the People Team on complex problem statements.
- Conduct org-level hypothesis-driven analyses and present clear insights with recommendations.
- Translate data into executive-ready narratives that enable actionnot just observation.
- Support leadership decks, board-level discussions, and strategic reviews with data-backed insights.
Stakeholder Communication & Analytics Enablement
- Own the communication strategy for People Analytics initiatives.
- Proactively inform stakeholders about new dashboards, changes, and enhancements.
- Conduct demos, training sessions, and office hours to drive adoption.
- Enable decentralization of simple analytics by upskilling People teams to speak the metrics language.
Systems & Data Foundations
- Work with HRMS and ATS systems such as SuccessFactors, Workday, Greenhouse, SAP Recruitment, etc.
- Ensure data quality, consistency, and governance across systems feeding analytics.
- Partner with People Systems to improve data structures and future readiness.
Automation, AI & Analytics-Led Efficiency
- Identify opportunities across People Analytics and People Operations to reduce manual effort through automation, self-serve analytics, and AI-enabled workflows.
- Partner closely with People Systems, Technology, and Product teams to design and implement automated or agentic solutions for recurring analytics, reporting, and insight-generation use cases.
- Help evolve People Analytics from static dashboards to intelligent, action-oriented systems that proactively surface insights and recommendations.
- Continuously evaluate emerging analytics, AI, and agentic capabilities to improve speed, scalability, and decision quality for the People Team.
What we expect from you
- 5+ years of overall experience within HR or adjacent enablement functions.
- 3+ years of hands-on experience in Analytics and reporting.
- Strong experience with workforce cost analytics and planning.
- Advanced proficiency in Power BI and DAX.
- Solid understanding of HR systems (HRMS, ATS) and people data structures.
- Experience building predictive or proactive analytics is strongly preferred.
- Strong communication, stakeholder management, and storytelling skills.
- Preferred experience working with automation, AI-driven analytics, or agentic workflows to reduce manual reporting and improve operational efficiency.
- Comfortable operating in fast-changing environments with shifting priorities.
What Success Looks Like
- Leaders trust People Analytics as a single source of truth for workforce decisions.
- Workforce cost projections are accurate, explainable, and actionable.
- Dashboards are widely adopted and used in decision-making forums.
- The People Team increasingly operates with a data-first mindset.
- Analytics shifts from reactive reporting to proactive insight generation.
- Manual, repetitive analytics and reporting work is significantly reduced, with intelligent, automated insights enabling faster and more proactive people decisions.
Why Join Us
- Be part of a global tech company shaping the future of advertising and AI-powered consumer experiences.
- Work at the intersection of people strategy, data, and business outcomes.
- Play a critical role in an organization preparing for IPO and global scale.
- Collaborate with sharp, driven leaders in an entrepreneurial environment.
- Build something foundational analytics that truly influences decisions, not just dashboards.
