HR Business Analyst

About the Role

We are looking for an HR Business Analyst who will work at the intersection of People & Culture, business processes, HR data, analytics, and technology to drive data-driven decision-making and continuous improvement across HR functions.

Key Responsibilities

• HR Business Analysis & Process Improvement
• Understand business and HR requirements and translate them into actionable HR solutions.
• Analyze existing HR processes, workflows, and systems to identify gaps, inefficiencies, and improvement opportunities.
• Conduct process mapping and identify opportunities for standardization, automation, and simplification.
• Partner with HR stakeholders to define business requirements, process objectives, and expected outcomes.
• Develop recommendations based on data, process analysis, and business requirements.
• Support implementation of process improvement initiatives across HR functions.
• Monitor the effectiveness of implemented processes and identify further improvement opportunities.
• HR Analytics & Data Analysis
• Analyze HR data to identify trends, patterns, gaps, and business insights.
• Develop and maintain HR dashboards, MIS, and management reports.
• Provide actionable insights across areas such as:
• Headcount and workforce trends
• Recruitment and hiring performance
• Hiring TAT and requisition aging
• Offer-to-joining ratio
• Attrition and retention
• Employee movement
• Attendance and leave
• Workforce productivity
• Employee costs and HR metrics
• Organizational structure and manpower trends
• Support leadership with periodic and ad-hoc people analytics.
• Develop meaningful metrics and KPIs to measure HR effectiveness and process performance.
• Identify trends and exceptions requiring management attention.
• HRMS & Data Systems
• Work closely with HRMS platforms, particularly KEKA, to extract, analyze, validate, and utilize HR data.
• Understand HRMS workflows, processes, data structures, and reporting capabilities.
• Partner with HRMS administrators and IT teams to improve system processes and reporting.
• Identify system-related gaps and recommend enhancements based on business requirements.
• Support HRMS implementation, enhancement, integration, and automation initiatives.
• Ensure HR data is accurately captured and consistently maintained across systems.
• Support reconciliation and validation of HR data across HRMS and other business systems.
• Business Requirements & Stakeholder Management
• Act as a bridge between HR stakeholders, business teams, IT, and HR technology teams.
• Gather and document business requirements through discussions with stakeholders.
• Convert business requirements into clear functional requirements and process specifications.
• Prepare requirement documents, process flows, SOPs, dashboards, and reporting formats as required.
• Coordinate with stakeholders throughout requirement gathering, implementation, testing, and rollout.
• Prioritize requirements based on business impact, urgency, and feasibility.
• Communicate findings, recommendations, and project progress effectively to stakeholders.
• HR Reporting & MIS
• Own recurring HR MIS and management reporting requirements.
• Develop automated and standardized reporting formats to reduce manual effort.
• Prepare dashboards for leadership covering key people metrics and HR KPIs.
• Ensure reports are accurate, timely, and aligned with business requirements.
• Analyze deviations and provide relevant commentary and insights.
• Maintain reporting calendars and ensure timely delivery of critical HR reports.
• Support leadership with customized reports and analysis for strategic and operational decisions.
• Data Quality & Governance
• Ensure accuracy, consistency, and completeness of HR data.
• Conduct regular data validation and reconciliation across HR systems and reports.
• Identify data discrepancies and coordinate with relevant stakeholders for resolution.
• Establish appropriate data-quality checks and validation mechanisms.
• Maintain standardized definitions for HR metrics and reporting.
• Ensure appropriate handling and confidentiality of employee and organizational data.
• Support development of HR data governance practices and reporting standards.
• HR Automation & Digital Transformation
• Identify repetitive, manual, and inefficient HR activities that can be automated.
• Work with HRMS, IT, and business teams to evaluate automation opportunities.
• Support automation of HR reports, workflows, approvals, notifications, and data processes.
• Evaluate existing HR technology capabilities and recommend improvements.
• Participate in HR digital transformation initiatives.
• Track automation benefits such as reduction in manual effort, improved accuracy, and reduced turnaround time.

Requirements & Tech Stack

• Bachelor's degree in HR, Business Administration, Management, Analytics, Information Systems, or a related field.
• Experience in HR Business Analysis, HR Analytics, HR Operations, HRMS, HR MIS, or HR Process Improvement.
• Strong understanding of core HR processes and employee lifecycle.
• Advanced proficiency in MS Excel, including Pivot Tables, XLOOKUP/VLOOKUP, INDEX-MATCH, logical functions, data validation, and data analysis.
• Experience in developing HR dashboards, MIS, and management reports.
• Strong analytical and problem-solving capabilities.
• Ability to interpret data and convert it into actionable business insights.
• Strong stakeholder management and communication skills.
• Ability to understand business requirements and translate them into HR/process solutions.
• Strong attention to detail and data accuracy.
• Ability to manage multiple projects and priorities effectively.

Preferred Experience

• Experience working with KEKA HRMS or other HRMS platforms.
• Experience in HR analytics, business intelligence, or people analytics.
• Exposure to Power BI or other data visualization/BI tools.
• Experience in HRMS implementation, migration, integration, or automation projects.
• Experience working with recruitment, payroll, attendance, performance management, and employee lifecycle data.
• Experience in process mapping, requirement gathering, UAT, and change management.
• Exposure to HR technology integrations and API-based data flows will be an advantage.
• Experience in a fast-paced, technology-driven, or multi-location organization will be preferred.