| Detail | For this role |
|---|---|
| Department | Human Resources |
| Level | Mid level |
| Reports to | HR Manager or Head of HR |
| Direct reports | None |
| Experience | 2 to 5 years in HR, MIS or data analytics |
People Analytics Analyst job description template
Copy this job description, replace the text in square brackets and post it on your careers page or a job portal.
Job title: People Analytics Analyst
Department: Human Resources
Reports to: HR Manager or Head of HR
Location: [City], [office, branch or site]
About the role
A People Analytics Analyst turns HR data into insight that guides decisions. They build and maintain dashboards on headcount, attrition, hiring, attendance and other people metrics, analyse trends, and answer questions leaders ask about the workforce. The role connects HR data from different systems, checks its quality, and presents clear findings. In an Indian company the people analytics analyst tracks attrition and hiring funnels, flags risks such as rising exits in a team, supports workforce planning, and helps HR move from gut feel to evidence.
Key responsibilities
- Build and maintain dashboards on headcount, attrition, hiring, attendance and other people metrics.
- Analyse workforce trends and answer questions leaders ask about the people data.
- Pull and combine HR data from different systems and check its quality.
- Track attrition and hiring funnels and flag risks such as rising exits.
- Support workforce and manpower planning with data and scenarios.
- Prepare periodic HR reports and metrics for management review.
- Investigate data anomalies and keep master data clean and consistent.
- Turn analysis into clear findings and recommendations for HR.
- Support diversity, engagement and other people metrics as needed.
- Automate recurring HR reports to save time and reduce errors.
Requirements
- A degree in HR, statistics, commerce or a related field
- Strong Excel and data skills, with BI tools an advantage
- An MBA in HR or analytics is an advantage
- 2 to 5 years in HR, MIS or data analytics
KRAs and KPIs for a People Analytics Analyst
Key result areas for the appraisal form, each with a KPI you can measure every month or quarter.
| Key result area | How to measure it |
|---|---|
| Dashboard accuracy | HR dashboards accurate and refreshed on the agreed schedule |
| Insight delivery | Leader data questions answered with clear analysis within the agreed time |
| Data quality | HR master data errors found and corrected, quality kept high |
| Attrition tracking | Attrition and hiring metrics tracked and risks flagged in time |
| Reporting | Periodic HR reports delivered accurately and on schedule |
| Automation | Recurring reports automated to cut effort and errors |
Skills and tools
Tools used day to day: MS Excel, Power BI or Tableau, HRMS reports, SQL, MS PowerPoint.
Reporting line and career path
Next roles: People Analytics Lead, HR Business Partner, HR Manager
Interview questions for a People Analytics Analyst
- How would you build an attrition dashboard for the leadership team?
- Attrition rose in one team last quarter. How do you investigate it?
- How do you check and clean HR data before analysis?
- How do you present a data finding to a non-technical manager?
- Which people metrics matter most for workforce planning?
- How do you automate a report that you prepare every month?
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What does a people analytics analyst do?
A people analytics analyst turns HR data into insight that guides decisions. They build dashboards on headcount, attrition, hiring and attendance, analyse trends, and answer workforce questions from leaders. They combine data from HR systems, check its quality, flag risks such as rising exits, support workforce planning, and help HR move from gut feel to evidence.
What skills does a people analytics analyst need?
Strong Excel and data skills are essential, along with data visualisation and a good grasp of HR metrics such as attrition and hiring funnels. Knowledge of BI tools like Power BI or Tableau and SQL helps. The role also needs analytical thinking, careful data cleaning, and the ability to present findings clearly to non-technical managers.
What qualifications do you need for people analytics?
A degree in HR, statistics, commerce or a related field is the usual base, with strong Excel and data skills. An MBA in HR or analytics is an advantage, as is experience with BI tools. Employers value a few years in HR, MIS or data analytics and the ability to turn numbers into clear, useful insight.