1. People Analytics & Insight Generation
- Lead end-to-end people data analytics (headcount, productivity, turnover, hiring funnel, labor cost)
- Translate data into clear insights and business actions (not just reporting)
- Build predictive models to anticipate workforce gaps, attrition risk, and productivity trends
- Provide weekly/monthly War Room insights to CEO and Operations leaders
2. Talent & Organization Development Insights
- Use analytics to identify capability gaps and talent risks
- Provide insights to shape:
- Next Gen leadership pipeline (SGM, AM)
- Learning & Development priorities
- Succession planning
- Partner with OD to design data-backed organization structures and SOPs
3. Dashboard, System & Data Governance
- Build and enhance HR dashboards (real-time / daily monitoring)
- Ensure data accuracy, consistency, and governance across HR systems
- Leverage digital tools and automation to improve speed and quality of insights
4. Business Partnering with Operations
- Act as a trusted advisor to Operations leaders (SGM, AM, COO)
- Translate business problems into data-driven HR solutions
- Drive execution and ensure insights lead to measurable business outcomes
Qualifications & Experience
- Bachelor's or Master's degree in HR, Business Analytics, Economics, or related fields
- 8–12+ years in HRBP, People Analytics, or Workforce Planning
- Strong experience in data analytics, workforce planning, and business partnering
- Experience in retail, wholesale, logistics, or operations-driven business is highly preferred
Key Competencies
- Strong Digital & Data Analytics Capability (Excel, Power BI, Tableau, or similar)
- Strategic Thinking & Business Acumen
- Ability to translate data into business actions
- Strong stakeholder management with senior leaders
- Problem-solving and structured thinking
- High ownership and execution mindset
