MIS & Analytics Off Roll position (3rd Party Payroll)

Role Purpose

The HR MIS & Analytics professional is responsible for managing HR data, reporting, workforce analytics, manpower planning, compliance tracking, and performance dashboards to support strategic and operational HR decision-making. The role ensures accuracy, timeliness, and integrity of HR data while providing actionable insights on workforce productivity, attrition, performance and manpower costs.

Key Responsibilities

1. HR MIS & Reporting

• Prepare and publish Monthly HR Dashboards and Management Information System (MIS) reports.
• Generate reports related to headcount, manpower movement, vacancies, hiring, exits, diversity, absenteeism, and workforce demographics.
• Maintain organization-wide HR metrics and KPI dashboards.
• Develop automated reporting mechanisms to improve efficiency and accuracy.
• Ensure data accuracy and consistency across all HR systems.

2. Manpower Planning & Workforce Analytics

• Support annual and quarterly manpower planning exercises.
• Track sanctioned strength vs actual manpower.
• Analyze workforce demand and supply across functions and locations.
• Monitor headcount trends and manpower utilization.
• Provide recommendations for workforce optimization and cost management.

3. Budget vs Actual Headcount & Cost Tracking

• Monitor manpower budgets against actual employee strength.
• Track manpower costs, recruitment costs, and HR operating budgets.
• Analyze employee cost trends and variances.
• Publish monthly budget variance reports for management review.

4. HR Compliance & Statutory Reporting

• Maintain statutory compliance checklist and trackers.
• Monitor compliance status related to labor laws and statutory obligations.
• Coordinate with relevant stakeholders for timely submission and closure of compliance requirements.
• Generate monthly compliance completion reports and exception reports.
• Support internal and external audits through data and documentation.

5. Payroll Inputs & HR Operations Support

• Consolidate and validate monthly payroll inputs.
• Process employee movements including confirmations, promotions, transfers, and salary revisions.
• Ensure accuracy of attendance, leave, incentives, arrears, and deductions data for payroll processing.
• Coordinate with payroll vendors/teams for timely payroll closure.

6. Performance Management System (PMS) Analytics

• Consolidate PMS data across departments.
• Track appraisal completion status and timelines.
• Prepare performance distribution reports and calibration insights.
• Analyze performance ratings, trends, and organizational performance effectiveness.
• Provide management dashboards on employee performance.

7. High Performer & Low Performer Tracking

• Maintain talent segmentation dashboards.
• Identify and track high-performing employees for succession and retention planning.
• Monitor low-performer improvement plans and progress.
• Support leadership reviews with performance and talent analytics.
• Generate department-wise performance trend reports.

8. Attrition Analysis & Retention Insights

• Maintain monthly attrition dashboards.
• Conduct voluntary and involuntary attrition analysis.
• Analyze attrition trends by department, grade, tenure, gender, and location.
• Track critical talent losses and retention risks.
• Provide actionable recommendations based on exit trends.

9. Exit Management Analytics

• Maintain exit tracker and employee separation database.
• Monitor exit process adherence and timelines.
• Analyze exit interview feedback and attrition reasons.
• Generate monthly and quarterly separation reports.
• Track regrettable and non-regrettable attrition.

10. Productivity & Workforce Efficiency Analysis

• Analyze employee productivity metrics and utilization levels.
• Prepare reports on manpower productivity by function/business unit.
• Study trends related to workforce efficiency and performance.
• Recommend measures for productivity improvement and workforce optimization.

11. Digital HR Records Management

• Maintain employee master database and digital employee records.
• Ensure proper documentation and data confidentiality.
• Manage HRIS data updates and records digitization.
• Conduct regular data audits to maintain accuracy and compliance.
• Ensure secure storage and retrieval of employee information.
• Exposure to Digital & AI Tools

12. HR Analytics & Decision Support

• Develop analytical models for workforce planning and HR decision-making.
• Create executive dashboards and management presentations.
• Support HR leadership with employee trend analysis and forecasting.
• Provide insights on hiring effectiveness, employee engagement, attendance, and productivity.
• Leverage HR analytics tools for advanced workforce reporting.

13. Recruitment & Onboarding Analytics

• Track recruitment funnel metrics.
• Monitor hiring status, joining trends, and offer acceptance rates.
• Provide recruitment MIS and aging reports.
• Analyse time-to-hire, cost-per-hire, and recruitment effectiveness.

14. HRIS & Data Governance

• Maintain HR databases with high levels of data integrity.
• Ensure data quality, accuracy, and compliance standards.
• Manage HRIS reports, templates, and workflows.
• Implement data validation and governance controls.

Key Performance Indicators (KPIs)

• 100% Accuracy in Monthly HR MIS Reports
• Timely Publication of HR Dashboards
• Payroll Input Accuracy
• Compliance Closure Percentage
• Budget vs Actual Variance Tracking
• PMS Completion Rate
• Attrition Reporting Accuracy
• Headcount Forecast Accuracy
• Data Quality & Audit Compliance
• Dashboard Automation & Process Improvements

Required Skills & Competencies

Technical Skills

• Advanced Microsoft Excel (Pivot Tables, Power Query, Power Pivot, Macros)
• Power BI / Tableau
• HRMS / HRIS Systems
• Payroll Analytics
• Data Visualization & Dashboarding
• Workforce Planning & Analytics
• Statistical Analysis & Forecasting

Behavioural Skills

• Strong Analytical Thinking
• Attention to Detail
• Data Accuracy & Integrity
• Problem Solving
• Stakeholder Management
• Business Acumen
• Confidentiality & Professional Ethics
• Presentation & Reporting Skills

Qualification & Experience

• MBA / MSW / PGDM in Human Resources or BSC Computer Science or BCom
• 3 to 5 years of experience in HR MIS, HR Operations, Workforce Analytics & HR Reporting
• Strong exposure to HR analytics, Digital Tools , Manpower Planning, Payroll Support , Statutory Compliance , Performance management reporting
• Experience in dashboard creation and HR data management preferred