Talent Systems & Analytics Associate

Uniathena Private Limited; Pune District; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Keka Inc. is seeking a candidate to build and own a scalable, data-driven talent evaluation framework across the employee lifecycle—from hiring and onboarding to performance management and leadership development.

You will translate business goals into detailed role success profiles, design competency maps, and implement structured assessments to filter high-fit candidates with minimal manual effort. The role also emphasizes fairness, transparency, and continuous improvement.

Qualifications

• Knowledge about Behavioral Science, Organisational Psychology (Behavioral Competency Mapping) or strong inclination to learn.
• Strong Analytical Mindset and System Thinking.
• Proficient with analytics and data driven decision making or strong inclination to learn.
• Prior exposure to Talent Evaluation, Performance Evaluation or strong inclination to learn.
• Good Interpersonal and coordination skills are required.
• Drive to grow and learn.

Responsibilities

• Build and own scalable, data-driven talent evaluation framework across the employee lifecycle.
• Work with the team to understand business goals, team structures, and the objectives of open and future roles.
• Translate role objectives into detailed role success profiles covering technical skills, behavioral competencies, aptitude, attitude, values and cultural fit.
• Design standardized competency frameworks and behavioral maps across functions and seniority levels.
• Build role-specific screening criteria, knockout rules, and weighted evaluation models to ensure accurate candidate fit.
• Set up role-based assessments and evaluation logic to filter high-fit candidates with minimal manual intervention.
• Design and deploy structured assessments aligned to role success profiles.
• Continuously evaluate screening accuracy using hiring outcomes, performance, retention, and manager feedback.
• Design role-based performance evaluation frameworks linking KPIs, behaviors, and outcomes to organizational objectives.
• Conduct structured performance review processes (quarterly/annual).
• Design and execute PIPs to help underperforming employees return to expected performance.
• Coach managers and employees through PIPs and monitor progress.
• Ensure ethical, unbiased and transparent people-decision practices across the organization.
• Refine talent systems as the organization scales and strategy evolves.

Skills

Behavioral science

Analytical mindset

Data-driven decision making

Talent evaluation

Interpersonal skills

Growth mindset

Job description

We are seeking a candidate who can build and own a scalable, data-driven talent evaluation framework across the employee lifecycle, from hiring and onboarding to performance management, career progression, and leadership development.

Key Skills Required -

• Knowledge about Behavioral Science, Organisational Psychology (Behavioral Competency Mapping) (or strong inclination to learn)
• Strong Analytical Mindset and System Thinking
• Proficient with analytics and data driven decision making (or strong inclination to learn)
• Prior exposure to Talent Evaluation, Performance Evaluation (or strong inclination to learn)
• Good Interpersonal and coordination skills are required
• Drive to grow and learn

The objective of the role is building an effective, and efficient recruitment and performance evaluation infrastructure and continuously optimisation of the same for accuracy.

• Work with the team to thoroughly understand business goals, team structures, and the objectives of open and future roles.
• Translate role objectives into detailed role success profiles covering technical skills, behavioral competencies, aptitude, attitude, values, and cultural fit.
• Design standardized competency frameworks and behavioral maps across functions and seniority levels
• Build role-specific screening criteria, knockout rules, and weighted evaluation models to ensure accurate candidate fit
• Set up role-based assessments and evaluation logic to accurately filter high-fit candidates with minimal manual intervention.
• Design and deploy structured assessments (scenario-based MCQs, situational judgment tests, work samples, and behavioral interviews) aligned to role success profiles.
• Continuously evaluate and improve screening accuracy using hiring outcomes (performance, retention, manager feedback).
• Design role-based performance evaluation frameworks that clearly link individual KPIs, behavioral expectations, and outcomes to organizational objectives.
• Conduct structured performance review processes (quarterly/annual), ensuring fairness, consistency, and actionable feedback.
• Design and execute effective Performance Improvement Plans to help underperforming employees get back on track.
• Coach managers and employees through PIPs and monitor progress to help employees return to expected performance levels.
• Ensure ethical, unbiased, and transparent people-decision practices across the organization.
• Continuously refine talent systems as the organization scales, new roles emergand business strategy evolves