Manager/Lead Systems, Analytics and Insights COE

Digantara; Bengaluru; On-site; INR 1,500,000 - 2,100,000; Full time

Job summary

Digantara is seeking a data-driven HR technology leader to own the HRMS, analytics, and AI-enabled initiatives across the employee lifecycle. You will turn data into actionable narratives for Talent COE, HRBP, HR Ops and TA.

You will build dashboards, governance, and predictive insights to guide retention, hiring and DEI strategies, while partnering with vendors and internal stakeholders.

Qualifications

• 4-6 years of experience in talent / HR analytics or related space.
• Experience turning data into narrative insights for leadership.
• Comfort with HRMS platforms and analytics tooling.
• Exposure to survey design and psychometrics.
• Hands-on, proactive and curious about HR data governance.

Responsibilities

• Own the HR technology stack roadmap and vendor management.
• Create a single source of truth for people data and dashboards.
• Develop people analytics covering attrition, hiring funnel, performance and engagement.
• Build predictive analytics for flight-risk, performance correlation and span analysis.
• Explore AI in HR use cases like performance drafting, policy chatbots, skills matching.
• Lead workflow automation and data quality audits.

Skills

System Thinker

First Principle Thinking

Consulting + Corporate exposure

Talent space experience (4-6 yrs)

Hands On

Hustler

Curious

Data & analytics tools

HRMS platforms

Survey design / psychometrics

Talent COE exposure

Tools

Excel

SQL

Power BI

Tableau

Job description

About Job

Own the data, systems, AI and listening infrastructure that Talent COE, HRBP, HR Ops and TA run on so that consistent decisions across the employee lifecycle are made on evidence

Skills & Qualification

• System Thinker
• First Principle Thinking
• Mix of Consulting + Corporate work exposure
• 4-6 yrs of experience working in Talent space
• Hands On, Hustler
• Curious
• Comfort with data & analytics tools (Excel/SQL/Power BI/Tableau) and translating data into a narrative
• Working knowledge of HRMS platforms and emerging use cases in HR
• Exposure to survey design and organizational psychology / psychometrics
• Exposure to Talent COE

Responsibilities

Systems, Analytics & AI in HR

• Own the HR technology stack (HRMS, Performance, LMS, ATS integrations) roadmap and vendor management
• Single source of truth for people data
• People Analytics covering dashboards and self-serve reporting on attrition, hiring funnel, performance, engagement and DEI for leadership and HRBPs
• Predictive analytics covering flight-risk / attrition models, performance-potential correlation, span & layer analysis
• AI in HR : Use cases such as AI-assisted performance/feedback drafting, policy chatbots, skills-matching for internal mobility
• Workflow automation
• Data quality audits and reporting cadence

Instrumentation of Surveys Across Moments of Truth

• Map the end-to-end employee lifecycle Moments of Truth (Offer & Onboarding, First 90 days, Manager transitions, Performance cycle, Promotion/IJP, Rewards cycle, Exit)
• Design the survey architecture : pulse, milestone surveys (30/60/90 day check in surveys), annual engagement/eNPS, manager effectiveness, exit and stay interviews, Inter team effectiveness surveys
• Select and own the listening platform (e.g., Culture Amp / Glint / Qualtrics / Peakon) and its integration with the HRIS
• Closed loop action planning to ensure every survey converts into a tracked action plan with clear ownership and follow through
• Segment analysis (tenure, level, function, location) correlated with attrition, performance and engagement data
• Benchmark scores against industry/market norms

Rewards

• Differentiated Rewards for Disproportionate Impact
• Benefits which are Best in class to differentiate us
• ESOP based on Milestone linked, Performance linked, Target Wealth <> Performance

Other Areas in Scope ( based on priority )

• Diversity, Equity & Inclusion (DEI) : strategy, metrics and representation goals
• Employer Value Proposition (EVP) & employer brand narrative : the "define" piece, distinct from TAs "execute/source" mandate
• HR Governance & Compliance framework .