Assistant Manager HR Reporting and Analytics

About the role:

The Assistant Manager Reporting and Analytics is responsible for designing, building, and maintaining robust HR data models, dashboards, and analytical frameworks that turn workforce data into actionable intelligence. This role partners directly with the HR Senior Director and HR leadership to translate complex people data into clear, evidence-based recommendations that support talent strategy, workforce planning, performance management, and employee engagement – while ensuring data quality, governance, and compliance across all HR reporting processes at PES India.

This role defines what gets measured, builds the infrastructure to measure it, and communicates what the data means to senior leadership. The ideal candidate combines strong HR domain knowledge with genuine analytical capability – someone who understands people strategy well enough to build the systems that track them. The role partners closely with the HRBP, ER Manager, and HR Ops to ensure that PES India’s people agenda is grounded in evidence, tracked with rigour, and presented with clarity.

What you will do at PES India:

Direct Responsibilities

People Analytics & Dashboard Ownership

• Own the end-to-end HR analytics function for PES India – designing, building, and maintaining dashboards and reports that give leadership a real-time, accurate view of the workforce
• Design, develop, and maintain interactive Power BI dashboards – covering headcount, attrition, hiring pipeline, performance management, DEI indicators, and compliance metrics – ensuring visualizations are accurate, current, and accessible to non-technical stakeholders
• Manage and govern HR data in Workday – extract, validate, and analyse workforce data across HCM, Absence, Performance, and Compensation modules; ensure data integrity as the foundation of all analytics output
• Apply both quantitative methods – statistical analysis, trend identification, regression, and correlation – qualitative methods – thematic coding, open-text synthesis, and pattern analysis – to generate comprehensive workforce insights
• Collaborate with the HR Senior Director and HRBP to understand analytical needs, translate them into data solutions, and define the KPIs and measurement frameworks that drive PES India’s people strategy

Analysis & Insights

• Produce the monthly people metrics report for BU leaders and senior leadership – covering joiners, exits, attrition trends, headcount movement, PIPs, disciplinary actions, and any other workforce indicators relevant to the cycle
• Support strategic HR initiatives through data – workforce planning, talent segmentation, performance calibration, attrition risk analysis, and DEI programme tracking
• Conduct in-depth analyses to identify root causes of workforce trends – not just describing what the data shows but explaining why it is happening and what should be done about it
• Prepare quarterly and annual HR performance summaries – synthesising trends and providing a clear narrative on where the organisation is improving and where risks are emerging
• Support ad hoc analytical deep-dives from the HR Senior Director or BU heads – turning around high-quality, independent analysis quickly and clearly

Engagement Survey & Employee Connect Analytics

• Own the analytics workstream for employee engagement surveys end-to-end – survey design, data collection, quantitative analysis, thematic synthesis, and action plan reporting
• Analyse pulse survey results by BU, cohort, and theme – benchmarked against recognised frameworks where relevant – identify root causes of low-scoring areas and surface insights that the HRBP and HR Senior Director can act on
• Apply qualitative thematic analysis methodology to employee connect data – coding open-text responses and connect notes against the HR category framework, identifying validated themes, and producing leadership-ready summaries
• Build action plan accountability dashboards – tracking what was committed, what has been delivered, and what remains open across engagement cycles

Contributing Responsibilities

Data Quality & Governance

• Ensure data quality and integrity across all HR reporting processes in line with defined KQIs – conduct regular audits, resolve discrepancies, and maintain clean data as the foundation of credible analytics
• Partner with HR Ops to ensure Workday data is accurate and up to date in real time across the employee lifecycle
• Contribute to the design and implementation of a governance framework for HR data at PES India – establishing standards, ownership, and protocols for how people data is collected, stored, and used
• Maintain strict adherence to data privacy, confidentiality, and information security requirements across all people data

Process Improvement & Automation

• Identify opportunities to streamline analytics workflows, reduce manual effort, and consolidate fragmented reporting processes across the HR function
• Leverage Excel, Power Query, and available automation tools to build efficient, scalable data transformation and reporting pipelines
• Continuously improve how HR data is structured, reported, and consumed – always asking how the process can be faster, more reliable, and more useful to decision-makers
• Stay current on emerging HR technology trends – including AI-driven analytics and people science tools – and bring informed recommendations on how PES India can leverage them

What we are looking for:

Must-have

• 3-5 years of experience, with demonstrated analytical ownership – experience in HR analytics, people reporting, or a data-intensive HR role preferred
• Proficiency in Power BI – dashboard design, data modelling, and stakeholder-facing reporting; ability to build and maintain interactive reports that translate complex data for non-technical audiences
• Advanced Excel skills – pivot tables, complex formulas, data validation, and MIS reporting; comfortable building analytical frameworks and trackers from scratch
• Working knowledge of Workday – experience extracting, validating, and analysing data across HCM, Absence, Performance, or Compensation modules
• Quantitative analytical capability – comfortable with statistical methods including regression, correlation, and variance analysis to evaluate workforce data and test hypotheses
• Qualitative analytical capability – able to apply structured thematic analysis methodology to open-text and conversational data, coding and synthesising findings into actionable insights
• Strong HR domain knowledge – understands the HR function well enough to identify which metrics matter and how data connects to people strategy
• Exceptional written and verbal communication – able to translate complex data into clear narratives and present to senior stakeholders with confidence and precision
• High attention to detail – treats data accuracy as the non-negotiable foundation of every output

Good to have

• Tableau experience – ability to build and maintain visualizations alongside or in addition to Power BI
• Power Query and Power Automate exposure – for data transformation and workflow automation
• Familiarity with SPSS or other statistical software for advanced people analytics
• SQL proficiency – experience extracting and querying data directly from source systems
• Prior experience in a GCC, shared services, or multinational environment
• Exposure to DEI analytics, psychometric data, or organisational network analysis
• Experience preparing materials for or presenting to senior leadership or C-suite stakeholders

Education

• MBA/PGDM with a specialization in HR, and demonstrated coursework or academic achievement in analytics, statistics, or quantitative methods (strongly preferred)
• Bachelor’s degree with strong relevant experience will also be considered
• HR certification – SHRM or equivalent – is a plus

Perks & Benefits:

We believe great people deserve to be taken care of – here’s what working at PES India looks like beyond the job:

• Competitive Compensation – Market-aligned salary with performance-linked bonus
• Shift & Weekend Allowances – Additional allowances over and above fixed salary
• Insurance Coverage – Group health cover for self and family + term and personal accident cover for self
• Hybrid Flexibility – 3 days on-site, 2 days remote
• Career Growth – A growing organization where strong ops talent gets noticed and moved up