6 Attrition Analysis Jobs

Job Title: Assistant Manager HR Strategy & Analytics Location: Andheri, Mumbai Education: Graduate or MBA/PGDM in HR, Business Analytics, or any certifications related to Analytics Key Responsibilities: 1. Talent Analytics & Workforce Insights Analyze data across the talent lifecycle (hiring, performance, engagement, exits) to generate actionable insights. Develop talent segmentation, risk indicators, and dashboards to monitor talent health and retention. Support business teams in identifying high-potential talent, workforce gaps, and future capability needs. 2. Workforce Planning & Optimization Collaborate with HRBPs and business leaders to drive strategic workforce planning for R&D, corporate, and plant functions. Conduct headcount analysis, cost modeling, and productivity benchmarking across functions. Monitor adherence to approved manpower budgets and suggest optimization opportunities. 3. HR Strategy & Initiatives Contribute to long-term HR strategic roadmaps including capability-building, DEI, internal mobility, and succession planning. Support the design and execution of HR interventions tied to business transformation or restructuring. Prepare executive presentations and strategy decks for HR reviews, board updates, or talent councils. 4. HR Reporting & Data Governance Maintain and automate HR dashboards using Power BI/Tableau for visibility on key KPIs. Ensure consistency and integrity of data across SAP SuccessFactors (or equivalent HRMS), recruitment platforms, and spreadsheets. Drive standardization of reports, data dictionaries, and metric definitions across HR teams. Key Skills & Competencies: Strong analytical thinking with hands-on experience in Excel, Power BI/Tableau. Strong communication and stakeholder management skills.

***** PLS READ THE JOB POST BEFORE APPLYING.***** Designation : Manager_HRBP Location : Uppal (Hyderabad) Shifts : 100% WFO - any 9 hours shift between 10 am to 9 pm as per business requirements Salary: Max 13 lpa Job Description : Key Responsibilities: Manage the entire employee life cycle Partner with leaders to establish plans and deliver solutions in order to achieve strategic business initiatives and deliver results. This includes developing a people strategy that is focused on organizational effectiveness, workforce planning, talent and overall business performance Ensure the delivery of innovative organizational development solutions and cutting edge HR services across talent management, career development, performance management, leadership development, culture and conflict resolution Provide day-to-day performance management guidance which includes coaching, counseling, and disciplinary actions; manage and resolve employee relations issues; conduct effective, thorough and objective investigations Utilize a deep understanding of the talent within the assigned organization and actionable plans to develop and grow talent in line with our company needs Partner effectively with other cross-functional teams such as Diversity, L&D, Talent Management and Compensation on communications and best practices Act as a liaison between recruiting and business teams. Participate in interview processes for key hires Be an ambassador for IKS culture and values. Qualifications : Masters degree in Human Resources, Business Administration, Organizational Development or related field is a plus Role Prerequisites: Minimum 5 years of proven experience within HR Experience in Stakeholder Management, Employee Engagement, Performance Management, Retention Management, Business partnering Functional Competencies: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Able to work effectively and productively with internal stakeholders at all levels. Positive and proactive with minimal supervision Ability to work in a fast-moving environment. Good team player ***5 Days Work Week & weekends off***

We would need someone with solid 6 + yrs of experience in managing employee lifecycle post onboarding. Person who has worked on initiatives such as HR budgeting, cost analysis, attrition analysis, compensation and benefits from scratch, leave management, incentive& variable pay calculation, trends in salary month on month, separation process and FNF calculation. Interested candidates with relevant experience please apply or share your resume at aparna@aceconsultants.in

About PhonePe Group: PhonePe is Indias leading digital payments company with 50 crore (500 Million) registered users and 3.7 crore (37 Million) merchants covering over 99% of the postal codes across India. On the back of its leadership in digital payments, PhonePe has expanded into financial services (Insurance, Mutual Funds, Stock Broking, and Lending) as well as adjacent tech-enabled businesses such as Pincode for hyperlocal shopping and Indus App Store which is India's first localized App Store. The PhonePe Group is a portfolio of businesses aligned with the company's vision to offer every Indian an equal opportunity to accelerate their progress by unlocking the flow of money and access to services. Culture At PhonePe, we take extra care to make sure you give your best at work, Everyday! And creating the right environment for you is just one of the things we do. We empower people and trust them to do the right thing. Here, you own your work from start to finish, right from day one. Being enthusiastic about tech is a big part of being at PhonePe. If you like building technology that impacts millions, ideating with some of the best minds in the country and executing on your dreams with purpose and speed, join us! About Phonepe is the leader in the UPI based payments in India with a market share of more than 40%. Our goal is to make payments so easy, safe and universally accepted that people never feel the need to carry cash or cards again. We believe India is at the cusp of a new mobile revolution, which will change the way we manage our money on the go. We see ourselves facilitating this change, through technology and dogged customer centricity. PhonePe went live in 2016 and crossed 5 bn transactions on its platform in 2019. In 2020, PhonePe forayed into diverse areas with the launch of insurance and super funds. Today we have a customer base of 300+ mm users and 16 mm merchants live on our platform. Job Objective We are looking for HRBP for the Retail organization. The role will develop and execute on the HR strategy for the business by partnering closely with the leadership team in the region. Responsibilities Talent Acquisition & Onboarding: Identify workforce requirements (including third party contractors) through liaison with regional sales managers and ensure that requirements are in sync with annual operating plan and organization's operating structure from a perspective of layers, spans, etc. Work with talent acquisition partner to identify different available avenues for sourcing of right talent Review profiles, interview candidates and roll out offers with talent acquisition and business leader to ensure adherence to budgets and to attract right talent in the organization Talent Management: Oversee the performance management process including goal setting, regular touch bases and final evaluation as per the decided timelines, for the assigned region Enable the talent process by holistic review of talent in the team for creating a strong succession planning bench Facilitate discussions of low performers with their managers and ensure creation of performance improvement plan; Track achievement and take appropriate action in case of no visible increase in performance level Design and conduct assessment centers for critical transitions Drive organization health & manager connect surveys, as and when conducted, and ensure maximum coverage for the assigned region Analyze survey results for the functions / businesses handled, identify concern areas, liaise with business heads and draft action plans to mitigate the concerns Expected to provide coaching on managerial and people development to regional managers Business Partnering: Partner with regional sales managers to deliver on business targets (revenue, growth, etc.) by providing HR solutions Expected to proactively identify opportunities for increased efficiency and effectiveness Maintain strong individual connect and regular touch points with all employees from the assigned business groups Solve for front-line attrition by doing attrition analysis and taking corrective action Regular visit to sales offices in the regions and interact with the employees. Attend sales review meetings and market visits Own and interpret HR policy for the organization and resolve issues quickly and effectively. Address all employee queries and provide help/ support within decided timelines Oversee the process of payroll for third party employees and ensure timely disbursement of salary to the off-roll employees through vendor Capabilities & Requirements: MBA - HR from Tier 1 campus with proven working experience of 3-6 years in business partnering Exposure to start up environment is an added advantage. Strong business acumen & understanding of the business Understanding of HR concepts and evolving HR practices Drive for result, able to demonstrate/quantify success relative to established targets and metrics Strong bias for action, problem solving and ownership PhonePe Full Time Employee Benefits (Not applicable for Intern or Contract Roles) Insurance Benefits - Medical Insurance, Critical Illness Insurance, Accidental Insurance, Life Insurance Wellness Program - Employee Assistance Program, Onsite Medical Center, Emergency Support System Parental Support - Maternity Benefit, Paternity Benefit Program, Adoption Assistance Program, Day-care Support Program Mobility Benefits - Relocation benefits, Transfer Support Policy, Travel Policy Retirement Benefits - Employee PF Contribution, Flexible PF Contribution, Gratuity, NPS, Leave Encashment Other Benefits - Higher Education Assistance, Car Lease, Salary Advance Policy Working at PhonePe is a rewarding experience! Great people, a work environment that thrives on creativity, the opportunity to take on roles beyond a defined job description are just some of the reasons you should work with us. Read more about PhonePe .

Role & responsibilities Responsible to work on all the MIS tracker/data of HR like recruitment, joining's, employee database etc and update the record accordingly Understand the manpower requirement and source the profiles through various channels and Referrals, Job posting and Mass mails. Update various HR MIS on daily, weekly, monthly and annually Responsible for maintaining and updating data within TAT Generate and share reports/dashboards in an accurate and timely manner Provide strong reporting and analytical information supporting to the HR team Provide recommendation to update current MIS to improve reporting efficiency and consistency Managing the HR business MIS in excel for all the relevant records of the employees Any other task as assigned by the Zonal HR/Regional HR Preferred candidate profile Graduate or Post-Graduate in any field with 3 to 5 years of relevant experience in HR Recruitment and Operations, HRIS, MIS Good knowledge of Microsoft excel and MS Office Expert in excel functions- VLOOKUP, HLOOKUP, Match, IF Conditions , SUMIFs and COUNTIFs , Pivot tables etc Proven ability in data cleaning and validation for quality reports Good typing speed with data accuracy Experience of handling high volume databank. Knowledge of automating data processing via Macros, SQL etc is a plus but not mandatory Attention to detail is a must as well as organizational skills Passionate, Enthusiastic team player

Position- Deputy Regional Manager- Mortgage Sales Job Location- Chandigarh Mapped location-10-15 locations in Punjab Team Handling- 100-150 Employees including leadership Qualification - Graduate / Post Graduate Experience- A minimum of 10 to 15 years of experience in overseeing Mortgage and Loan Against Property (LAP) Business. Roles & Responsibilities: 1. ASM Review Once in a month DRM/ ARM (Incase DRM is not there) SSR Strategy Meeting Once in a month 15th of the month Achievement and shortcoming of last months strategy Achievement Vs target for the last month Comparison of sales, leads and conversions trends Analyze the LSR/ SLR of all projects Analysis on LTC leads Discussion on mapping and relationship of high selling projects Progress on focused projects Analysis of new sources added in the current month Analysis of top selling BSA/ brokers Analysis of future identified projects BSA Achievement and shortcoming of last months BSA strategy meeting Ageing of BSA approvals Vintage of BSAs Vs performance Strategy for inactive BSAs Strategy for empanelling non- builder BSA SSR analysis of BSA NPE Rising Stars Rising Star Employee with no experience should perform (PE) in 6 months Employees with experience should perform (PE) in 3 months Achievement and shortcoming of last months NPE strategies Analysis of sources and quality of sources of NPE Discussion on analysis done by the ASM of Sales Patri files for employees who are NPE for consecutive three months Hiring Achievement and shortcoming of last month’s hiring strategy Finalize the hiring budget Retention Analyze the short compensation / incentive report from HO Analyze the attrition rate report shared from HO Analyze the Exit Interview report shared by Regional HR PAMS Achievement and shortcoming of last month’s PAMS strategies Analysis of performance on approved projects Ageing of project approval Analysis of project approval visit Geography mapping Achievement and shortcoming of last month’s geography mapping Discuss last month’s audit by various levels of leadership and findings Pending area mapping and deadlines Entertainment policy Budgets and expense analysis Outcomes of the earlier activities Strategy for future activities Marketing Activities Achievement and shortcoming of last month’s marketing activities Participate with ASMs and teams in case of high selling project’s marketing activities Discussion on corporate activities 2. Financial Services strategy meeting - ARM/ DRM (Incase ARM is not there) Achievement and shortcoming of last month’s FS meeting Monthly review with the FS managers & HL managers to achieve 50% insurance penetration Discuss and plan strategy for FOS’s with less than 50% 3. Credit Meeting – ARM/ DRM (Incase ARM is not there) Achievement and shortcoming of last month’s credit meeting with the Credit team All credit metrics to be reviewed – Rescan TAT’s on Login to RHDFC File completeness Staffing Discussion of HDFC/ HSPL related issues and plan strategy to resolve 4. LMS Strategy Meeting - ARM/ DRM (Incase ARM is not there) Monthly strategy meeting with the LMS manager on the basis of following points, Total Lead conversion ratio Leads to Appt Ratio Appts to Login Ratio Lost to competition and rejection ratios LMS calling Y and N analysis SO wise lead conversion ratio SO wise Pending Attention and Action cases Match lead count with SSR for all teams Source wise conversion ratios. (HDFC, booking, walk-in, HSPL key sales partners) Call conversation listening Key Ratios: LTC, Rejections & Follow ups 5. Training - ARM/ DRM (Incase ARM is not there) Monthly meeting with L & D manager to ensure trainings have been imparted as per the training calendars Address new joinees during Induction and meet them regularly for next three months Discussion of PACE results Take feedback from L&D Manager about Sales employees and take necessary actions Take feedback from Sales employees about L&D Managers and share the feedback with the Regional L&D Manager 30% checking of Patri file of a new joinee at the training stage to understand if the training process has been properly implemented or not 6. JD Implementation DRM/ ARM (Incase DRM is not there) Responsible for JD implementation of all down-line hierarchies Focus group discussions with all hierarchies on understanding and implementation of their JDs Understand the gaps in implementation Discuss with seniors and define action plans to fill up the gaps 7. Team Management and Development DRM/ ARM Responsible for maintaining a culture of fairness, openness, happiness and transparency. Should be accessible to his in-direct reports in case of escalations and maintain smooth interdepartmental functioning with adherence to processes. Create an encouraging environment and motivate the team to achieve their professional and personal goals. Identifying the high potential employees and coaching them for next level. 8. Expansion of geography (Incase the DRM is managing the branch independently) ARM/ DRM (Incase ARM is not there) Responsible for identifying untapped market 9. Source Relationship management DRM/ ARM (Incase DRM is not there) SM will be responsible to maintain relationship with CF & property funds projects. SM will maintain with all Category “A” Builders and selective large broker relationships in all locations. SM will maintain the SDB of all these sources in excel. Visit each source at least once in a month to ensure HSPL relationship is maintained. This will help audit and resolving any issues with HSPL. 10. Town Hall Conduct Town hall for the location on 1 st and 16 th working day of the month Minutes of the town hall should be recorded and shared with Reporting Manager Achievement and shortcoming of last town hall’s 11. Market Intelligence Submission of market intelligent report to the management on a monthly basis Meet his counterparts from competition 12. Discipline SM needs to maintain and observe discipline for all the locations PSHP (Prevention of Sexual Harassment Policy at work place), Time discipline – Attendance of Hierarchy, Manage inter and intra department issues, Adhering to company process related HR, JD, SOP’s. Geography mapping of teams. 13. HDFC related relationship with BD Team, BM and technical team. Deal with HDFC marketing: Attend monthly meeting if any with all data on project approvals pending, SSR, exposure reports. Follow up with marketing for pending project approval apart from pushing them during PAC and apart from following up with legal and technical. Submit schemes to HDFC marketing team and get approvals from them for all locations. Report problems at various developer counters through emails should business not be up to expectations which are HDFC CF relationships. Support HDFC branches with adequate manpower 14. Manage Product Mix Manage various product mix such as BT, REACH, Non Housing, small CF, land loan, self- construction loan 15. Co-ordination with IT, HR and admin