Hr Analytics Manager

To support the Compensation & Benefits, HR Analytics and HR MIS function by managing compensation-related processes, salary review, variable pay, manpower cost analysis and HR reporting. The role will be responsible for ensuring accurate, timely and data-driven execution of C&B processes and providing analytical support to HR and business stakeholders.

Key Responsibilities

1. Compensation & Benefits

• Support the administration of the organization's compensation and benefits programs in line with established policies and guidelines.
• Conduct salary benchmarking and compensation analysis to support C&B decisions.
• Support the annual salary review/increment process, including data preparation, simulations, cost analysis and implementation.
• Maintain and update salary structures, grades, bands and compensation-related databases.
• Support administration of variable pay and incentive programs, including eligibility assessment, calculations, simulations and payout processing.
• Prepare compensation analysis for new hires, promotions, transfers, revisions and other employee movements.
• Support administration and analysis of employee benefits including PF, gratuity, insurance, company car, flexi benefits and other benefits.
• Prepare periodic compensation and benefits reports for management review.

2. HR Analytics & Data Management

• Prepare and maintain HR MIS, dashboards and reports for HR and business stakeholders.
• Analyze HR data relating to:
• Headcount
• Manpower cost
• Compensation
• Performance
• Employee movements
• Provide data and analysis to support HR decision-making and management reviews.
• Ensure accuracy and consistency of HR data through appropriate validation and reconciliation checks.
• Develop and maintain standardized HR reports and dashboards using Advanced Excel and, where applicable, Power BI.

3. Manpower Cost & Budgeting

• Support preparation of the annual manpower and compensation budget.
• Prepare manpower cost projections based on approved manpower plans and compensation assumptions.
• Conduct actual versus budget analysis and highlight significant variances.
• Prepare cost simulations for salary revisions, new positions, promotions, restructuring and other compensation changes.
• Support HR in analysing the financial impact of manpower and compensation decisions.

4. Payroll & C&B Governance

• Coordinate with Payroll to ensure accurate processing of salary, incentives, benefits and other compensation-related inputs.
• Validate payroll inputs relating to compensation changes, employee movements and benefits.
• Coordinate with Finance, Payroll and HR Operations for reconciliation and resolution of payroll/C&B-related issues.
• Maintain appropriate documentation and controls for compensation-related processes.
• Support implementation of changes arising from labour laws, statutory requirements and taxation impacting compensation and benefits.

5. HR Systems & Digitalization

• Ensure C&B data in HRMS is up to date and accurate.
• Support HRMS enhancements and implementation of compensation-related processes.
• Identify opportunities for automation and simplification of HR reports and C&B processes.
• Develop and maintain Excel-based tools, trackers and dashboards for C&B and HR analytics.

6. Policies & Process Improvement

• Support implementation and administration of C&B policies, guidelines and processes.
• Ensure adherence to approved C&B policies and processes.
• Identify opportunities for process improvement, standardization and automation.
• Support the Head Performance & Rewards in developing and implementing new reward and benefits initiatives.