upGrad - Assistant Manager/Manager - HR Analytics

- Provide accurate data that can be relied upon to inform business decisions, working with other members of the HR Operations team to improve data accuracy within the HR Information Systems.

- Ensure that all data is stored and shared in a safe way, adhering to the General Data Protection Regulations.

- Be the main point of contact for all people analytics within the business, producing data in an agile way that is tailored to the needs of each business stakeholder.

- People Cost, Headcount, Performance: Partner with key stakeholders within the business to develop an accurate and clear methodology to track total people costs, including on-costs for employees such as pensions and benefits. Provide headcount data to the business which is clear and instructive so that managers can more easily predict their staffing levels and costs year on year. Demonstrate, through data, the performance of employees within the business to help identify high achievers.

- Using data to contribute to the efficiency and effectiveness of key strategic projects and processes within the HR function e.g. benchmarking, organisational design, learning needs analysis, employee engagement etc. Being a key part of delivering cyclical projects such as annual salary review and bonus payments, including providing accurate base data, applying calculations.

- Presenting data which clearly articulates any findings, assumptions and suggestions that can be used effectively and practically by the stakeholder.

- Develop methods to track return on investment for people related costs so that the business can track where to invest its staffing costs and HR processes/initiatives.

- Provide people-related context and information which can help to influence the future philosophy and strategy of the business.