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We are looking for an Assistant Manager – People Analytics to strengthen our data-driven decision-making across the People function. This role will focus on building robust people analytics, generating actionable insights, and supporting rewards-related research and decision frameworks. The role sits at the intersection of People Business Partners, People Operations, Rewards, and Business Finance, and will play a key role in translating people data into meaningful insights for leadership. The ideal candidate combines strong analytical capability, attention to detail, and structured problem-solving with an understanding of HR and rewards constructs. This is a high-impact individual contributor role with ownership of key analytics modules and increasing exposure to strategic decision-making.

• People Analytics & Insights: Own and manage People dashboards and reporting frameworks (headcount, attrition, hiring, performance, cost metrics, etc.). Generate actionable insights from people data to support PBPs, HR leadership, and business teams. Build and maintain automated and scalable reporting systems. Analyze trends across lifecycle metrics and proactively highlight risks and opportunities.
• Rewards Analytics & Research: Work on rewards-related research including market data, internal parity, and pay-for-performance insights. Assist in annual compensation cycles, compensation benchmarking including analytics, simulations, and decision support. Partner with Rewards and Finance teams on cost budgeting and tracking exercises.
• Data Management & Governance: Ensure accuracy, integrity, and consistency of people data across systems. Drive data hygiene and standardization initiatives. Collaborate with People Ops to improve data capture and process quality.
• Stakeholder Collaboration: Work closely with PBPs, Rewards, Finance, and Business Leaders to understand requirements and deliver insights. Translate complex data into simple, decision-ready narratives. Support leadership reviews with structured analysis and dashboards.
• Process Improvement & Automation: Identify opportunities to automate reporting and reduce manual effort. Improve existing analytics frameworks for scalability and usability. Contribute to building a strong analytics culture within the People function.

• Execution Excellence: Delivers high-quality outputs with strong attention to detail and reliability.
• Module Ownership: Independently owns defined analytics/reporting areas end-to-end.
• Analytical Problem Solving: Applies structured thinking to solve problems and derive insights from data.
• Business Context Understanding: Demonstrates working knowledge of HR metrics and rewards constructs.
• Stakeholder Management: Effectively collaborates with cross-functional stakeholders with guidance.
• Continuous Improvement Mindset: Actively identifies and drives improvements in processes and tools.

• Must-Have: 2–5 years of experience in People Analytics / HR Analytics / Rewards Analytics. Strong proficiency in Excel/Google Sheets (advanced); experience with Data and BI tools is a plus. Experience in building dashboards and data visualizations (e.g., Tableau, Power BI, Metabase, etc.). Solid understanding of HR metrics and employee lifecycle data. Strong analytical thinking and problem-solving ability. High attention to detail and commitment to data accuracy.
• Good-to-Have: Exposure to compensation benchmarking and rewards frameworks. Experience working with HRMS tools (e.g., Darwinbox). Understanding of financial metrics related to people cost. Exposure to fast-paced/startup environments.