HR Projects and Analytics

Job location: Bellandur, Bangalore

Qualification: BE/BTech/Diploma- Computer Science

About ETG

ETG (Export Trading Group) is a global, integrated agri-conglomerate founded in 1967. From the origination and processing of agricultural commodities to agri-inputs, logistics, digital platforms and financial services, ETG operates across a large multi-country footprint spanning Africa, Asia, Europe, the Americas and Australia, with a workforce of several thousand employees and a head office in Dubai.

Working at ETG means working at genuine scale and genuine complexity: multiple business verticals, dozens of jurisdictions, and a mix of large corporate operations and fast-moving frontier-market businesses. The Group HR function is on a multi-year journey to harmonise how it operates globally standardising policy, digitising processes, and moving from reporting to insight. This role sits at the centre of that agenda.

Purpose of the Role

To drive the Group's HR agenda by owning HR projects end-to-end, and by building the analytics and reporting layer that enables HRBPs, business leaders and the executive team to make evidence-based people decisions.

This is a builder's role. The incumbent will be expected to spot gaps, propose initiatives, and take them from idea to implementation with limited handholding.

Key Responsibilities

HR Projects & Programme Management

• Identify opportunities across the HR value chain where new projects can create measurable impact, and build the business case for them.
• Own initiatives completely — scoping, planning, stakeholder alignment, execution, change management and post-implementation review.
• Drive adoption after go-live, not just delivery.

HR Analytics & Dashboards

• Design, build and maintain Power BI dashboards for HRBPs, business heads, the CPO and the CEO / Board.
• Track and report core people metrics — headcount, attrition, cost of workforce, hiring funnel, diversity, span and layer, and engagement.
• Move reporting beyond descriptive numbers to insight and recommendation: what is happening, why, and what leadership should do about it.
• Support ad-hoc analysis and executive decision papers.

Policy Standardisation & Governance

• Review the existing policy landscape across countries and business units; identify inconsistency, duplication and risk.
• Draft, harmonise and roll out global HR policies while accommodating local statutory and cultural requirements.
• Maintain the policy repository, version control and communication cadence.
• Partner with Legal, Compliance and country HR teams on local applicability.

HR Technology

• Stay current on the HR technology landscape — HRIS, ATS, LMS, performance, engagement, workforce analytics and AI-enabled HR tools.
• Drive process automation and reduction of manual HR effort.

Stakeholder Management

• Work with senior stakeholders across multiple countries, cultures and business verticals.
• Translate business needs into project scope, and technical outputs into language leadership can act on.
• Influence without direct authority; build credibility with country HR teams and business leaders.

Workforce Planning & HR Budgeting

• Support the annual manpower planning and HR budgeting cycle across entities.

Qualifications & Experience

Essential

• MBA / PGDM in Human Resources from a good institute.
• 3 – 6 years of relevant experience in HR post MBA
• Hands-on Power BI capability
• Advanced Excel; strong quantitative and problem-structuring ability.
• Demonstrated experience owning a project or workstream end-to-end.
• Strong written communication and the ability to build executive-ready decks and papers.

Preferred

• B.Tech / engineering background at undergraduate level.

Competencies

• Ownership and bias for action — comfortable operating with ambiguity and minimal supervision.
• Analytical rigor paired with commercial and business sense.
• Structured thinking; able to break open a vague problem.
• Stakeholder maturity and cross-cultural sensitivity.
• Attention to detail, particularly around data accuracy and confidentiality.
• Resilience and adaptability in a fast-moving, geographically dispersed environment.

What Success Looks Like in the First 12 Months

• A functioning, trusted set of dashboards used in monthly business reviews at HRBP and executive level.
• At least two HR projects delivered end-to-end with measurable outcomes.
• A harmonised global policy framework in place for priority policy areas.
• Recognition by country HR teams and business leaders as a reliable, credible partner.

What We Offer

• Direct exposure to the Group CHRO / CPO and business leadership early in your career.
• Genuine global scope — the work you do will land in multiple countries.
• A high degree of autonomy and visible ownership.
• A steep learning curve across HR strategy, technology, analytics.