HR Operations & Analytics Role - BFSI

The HR Operations and Data Analytics Manager oversees all aspects of HR operations and supports strategic decision-making through data analysis. This role requires a strong understanding of HR functions, data analytics, and the ability to manage and lead a team. The HR Operations and Data Analytics Manager ensures the effective delivery of HR services, optimizes HR processes, and utilizes data-driven insights to improve overall HR performance.

1. Lead HR Operations: Manage and execute day-to-day HR operational processes, including but not limited to employee onboarding, offboarding, payroll administration, benefits administration, performance management, and compliance with relevant labor regulations.

2. Data Analytics: Develop, maintain, and analyze HR metrics and reports to identify trends, patterns, and insights. Utilize data visualization tools to present findings and recommendations to senior management. Use analytics to drive HR strategy, measure key performance indicators (KPIs), and enhance HR processes.

3. HR Systems: Oversee the implementation and management of HR software systems. Ensure data accuracy, system efficiency, and appropriate system access and security. Streamline HR processes through automation, maximizing system functionality.

4. Compliance and Policies: Stay updated on laws, regulations, and best practices in HR operations. Ensure compliance with policies, procedures, and mandatory reporting. Advise and guide HR team members on relevant legal and compliance matters.

5. Team Management: Provide leadership, guidance, and mentorship to the HR Operations team. Foster a positive and collaborative work environment. Set goals, monitor performance, and provide constructive feedback to team members.

6. Process Improvement: Continuously evaluate HR processes and identify areas for improvement. Drive process optimization initiatives to enhance efficiency, accuracy, and employee experience. Ensure best practices are implemented consistently throughout the HR department.

7. Collaboration: Collaborate with various stakeholders, including HR Business Partners, Payroll, Finance, and IT, to ensure seamless integration and coordination across departments. Participate in cross-functional projects and initiatives as needed.