Requirements
Additional Requirements
- Education:
- Master’s degree in HRM, Business Administration, Statistics, Data Analytics, or a related field
- Certification in HR Analytics or Data Analysis is preferred
Experience
- Minimum 8 years of professional experience
- Must have experience in HR Operations and/or HR Analytics
- Experience in HRIS/ERP systems and HR data reporting
- Exposure to multi-unit or industrial environments is preferred
- Industry experience in Telecommunication, Garments, Textile, Buying House, Pharmaceutical/Medicine, Group of Companies, Packaging, Garments Accessories, Tiles/Ceramic, or Spinning sectors
Additional Requirements
Core Competencies
Technical Skills
- Advanced Excel and Power BI
- Data visualization and reporting tools
- HR analytics and data interpretation
- HRIS/ERP system expertise
- Statistical and predictive analysis
Behavioral Skills
- Strong analytical thinking and problem-solving ability
- High attention to detail
- Business acumen
- Effective communication and data storytelling skills
- High level of integrity and confidentiality
Working Conditions
- Corporate office-based role with periodic factory visits
- Highly data-driven, deadline-oriented work environment
Responsibilities & Context
Deputy Manager / Manager – HR Operations (Job Purpose & Key Responsibilities)
The Deputy Manager/Manager – HR Operations will serve as the second-in-command to the Head of HR Operations, with a strong focus on HR analytics, data-driven decision-making, and operational excellence across the group.
The role is responsible for converting HR data into actionable insights, improving HR systems and processes, optimizing workforce costs, and strengthening strategic HR operations through advanced reporting, analytics, and continuous improvement initiatives.
Key Responsibilities
HR Analytics & Data Intelligence (Core Focus)
- Develop and manage comprehensive HR dashboards and MIS covering all operational HR functions.
- Analyze workforce data including headcount, turnover, absenteeism, productivity, and cost trends.
- Generate insights to support workforce planning and resource optimization.
- Conduct predictive analysis on attrition, overtime, and manpower demand.
- Support decision-making through data modeling and scenario analysis.
- Ensure accuracy, consistency, and standardization of HR data across all business units.
Resource Optimization & Organizational Analysis
- Support workforce planning, workload analysis, and productivity measurement initiatives.
- Assist in organizational structure reviews and manpower rationalization.
- Conduct job analysis, job evaluation, and benchmarking using data-driven insights.
- Recommend optimal staffing models aligned with operational requirements.
Performance & KPI Monitoring
- Monitor performance data and KPI tracking across all business units.
- Analyze performance trends and identify gaps for improvement.
- Support the development of data-driven performance management systems.
- Provide actionable insights for performance enhancement initiatives.
Surveys & Employee Engagement Analytics
- Design, execute, and analyze employee surveys (engagement, satisfaction, and organizational climate).
- Provide actionable insights and recommendations based on survey results.
- Track engagement trends across different units and departments.
Offboarding & Exit Analytics
- Analyze employee exit data and overall attrition trends.
- Identify root causes of employee turnover.
- Provide data-backed recommendations for employee retention strategies.
Compensation & Other Benefits
-
Salary Review: Yearly
-
Lunch Facilities: Partially subsidize
-
Festival Bonus: 2
Other Benefits
as per company policy
Work Place
Work from Office
Employment Status
Type:
Full Time/Permanent
