Key Responsibilities:
HR Analytics & Operations People Visibility
• Own and operate the weekly HR data pack — open roles vs approved headcount plan, offers in
progress, attrition by function, and talent density metrics — delivered as MBR pre-read 48 hours
before each session.
• Build and maintain a monthly attrition report by function, level, and reason; share proactively with
relevant function heads within 10 business days of month-end.
• Prepare the quarterly talent density review data pack for CHRO, CEO, and investor review: current
score, trend, and recommended actions.
• Track and report workforce cost vs plan monthly in collaboration with the CFO and Finance team; act
as the HR anchor for the standing HR-Finance monthly agenda item.
• Monitor Glassdoor and Ambitionbox scores by sub-category; maintain a structured improvement
tracker with named owners and timelines.
• Design and iterate people dashboards that are forward-looking and decision-driving, not merely
reporting past outcomes.
HR Operations
• Oversee end-to-end HR operations including onboarding, offboarding, employee lifecycle changes,
and HRMS master data integrity.
• Manage and develop one direct report (HR Operations Executive), setting clear SLAs and ensuring
100% execution accuracy.
• Own the Darwinbox HRMS as the system-of-record; ensure all master data is updated within 2
business days of any change; conduct monthly data accuracy audits.
• Ensure 100% of joiners are onboarded on Day 1 with all access, ID, and system setup complete;
ensure exit processing is completed within agreed TAT with full and final inputs delivered to Finance
on time.
• Document all HR Ops processes in SOP format; maintain and update SOPs as processes evolve.
Process Automation & AI Adoption
• Identify, design, and implement at least 2 HR process automations using AI or scripting tools by Q3
FY27; quantify time saved before and after.
• Champion an analytics-first and automation-first mindset within the HR team; train the HR Ops
Executive on data hygiene and HRMS best practices.
• Evaluate and recommend HR technology tools and integrations that can improve operational
efficiency and data quality.
Cross-functional Collaboration
• Act as the primary HR interface with Finance for all workforce cost, headcount budget, and people
cost reporting.
• Collaborate with the HRBP team to ensure pipeline data, attrition intel, and at-risk talent flags are
surfaced to function heads proactively — no surprise exits, no missed headcount constraints.
• Support the CHRO in preparing board-ready and investor-ready HR data packs, ensuring accuracy
and narrative clarity.
Background and Experience:
• 7–12 years of experience in HR Operations and/or People Analytics; prior experience in a
technology, media, or PE-backed company preferred.
• Hands-on experience with an HRMS platform (Darwinbox experience is a strong advantage);
demonstrated ability to own and administer an HRMS as system-of-record.
• Proven ability to build HR dashboards and data packs from scratch — not just pull reports, but design
and own the reporting architecture.• Working knowledge of people analytics concepts: attrition analysis, talent density, compensation
benchmarking, headcount planning, and workforce cost modelling.
• Experience with AI productivity tools, basic scripting (Python, Google Apps Script, or equivalent), or
HR process automation is a strong differentiator.
• Strong Excel and data skills; experience with BI tools (Power BI, Tableau, Looker Studio) is an
advantage.
• High attention to detail and a zero-defect standard for data accuracy — comfortable owning and
defending the numbers in front of senior leadership.
• Comfortable operating in ambiguity; this is a build role in a function that is evolving rapidly.