HR Business Analyst

Group Bayport
Department Icon Human Resource (HR)/ Talent Acquisition
121+ Applicants
Posted: 1 day ago
2-5 years
Ahmedabad, India
work from office
Posted: 1 day ago
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Applicants: 121+
Job Description
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Job Description

About the Company
Group Bayport is a rapidly growing global e-Commerce, B2B2C, B2B and B2C organization and an industry leader in print technology, operates in the United States, Canada, Australia, New Zealand, UK, and India through its family of brands – Banner Buzz, Covers & All, Vivyx Printing, Circle One, Giant Media, and Neon Earth. From full suites of trade show and small business marketing solutions to sophisticated outdoor living covers, signages and shades to eclectic personal accents and home decor, we help our customers, clients, and partners to make a personalized statement through customization.
While our advanced technology and customer focus are certainly our salient attributes, our true strength comes from our team of 1600+ people. We are seeking exceptional talent across the board to join us in our exciting growth journey.
For more about Group Bayport, please visit:

Designation: HR Business Analyst
Location: Ahmedabad

Job Summary
We are looking for an HR Business Analyst who will work at the intersection of People & Culture, business processes, HR data, analytics, and technology to drive data-driven decision-making and continuous improvement across HR functions.
The role will be responsible for understanding business and HR requirements, analyzing people data, identifying process gaps, developing dashboards and management reports, and translating business needs into practical HR solutions.
The ideal candidate should have a strong understanding of HR processes along with excellent analytical and problem-solving skills, advanced Excel capabilities, experience with HR dashboards and reporting, and the ability to work with HRMS platforms such as KEKA.
The role will work closely with People & Culture, Talent Acquisition, Business HR, Payroll, Finance, IT, and business stakeholders to improve HR processes, strengthen data quality, automate reporting, and generate actionable insights for leadership.

Key Responsibilities
1. HR Business Analysis & Process Improvement
  • Understand business and HR requirements and translate them into actionable HR solutions.
  • Analyze existing HR processes, workflows, and systems to identify gaps, inefficiencies, and improvement opportunities.
  • Conduct process mapping and identify opportunities for standardization, automation, and simplification.
  • Partner with HR stakeholders to define business requirements, process objectives, and expected outcomes.
  • Develop recommendations based on data, process analysis, and business requirements.
  • Support implementation of process improvement initiatives across HR functions.
  • Monitor the effectiveness of implemented processes and identify further improvement opportunities.
2. HR Analytics & Data Analysis
  • Analyze HR data to identify trends, patterns, gaps, and business insights.
  • Develop and maintain HR dashboards, MIS, and management reports.
  • Provide actionable insights across areas such as:
  • Headcount and workforce trends
  • Recruitment and hiring performance
  • Hiring TAT and requisition aging
  • Offer-to-joining ratio
  • Attrition and retention
  • Employee movement
  • Attendance and leave
  • Workforce productivity
  • Employee costs and HR metrics
  • Organizational structure and manpower trends
  • Support leadership with periodic and ad-hoc people analytics.
  • Develop meaningful metrics and KPIs to measure HR effectiveness and process performance.
  • Identify trends and exceptions requiring management attention.
3. HRMS & Data Systems
  • Work closely with HRMS platforms, particularly KEKA, to extract, analyze, validate, and utilize HR data.
  • Understand HRMS workflows, processes, data structures, and reporting capabilities.
  • Partner with HRMS administrators and IT teams to improve system processes and reporting.
  • Identify system-related gaps and recommend enhancements based on business requirements.
  • Support HRMS implementation, enhancement, integration, and automation initiatives.
  • Ensure HR data is accurately captured and consistently maintained across systems.
  • Support reconciliation and validation of HR data across HRMS and other business systems.
4. Business Requirements & Stakeholder Management
  • Act as a bridge between HR stakeholders, business teams, IT, and HR technology teams.
  • Gather and document business requirements through discussions with stakeholders.
  • Convert business requirements into clear functional requirements and process specifications.
  • Prepare requirement documents, process flows, SOPs, dashboards, and reporting formats as required.
  • Coordinate with stakeholders throughout requirement gathering, implementation, testing, and rollout.
  • Prioritize requirements based on business impact, urgency, and feasibility.
  • Communicate findings, recommendations, and project progress effectively to stakeholders.
5. HR Reporting & MIS
  • Own recurring HR MIS and management reporting requirements.
  • Develop automated and standardized reporting formats to reduce manual effort.
  • Prepare dashboards for leadership covering key people metrics and HR KPIs.
  • Ensure reports are accurate, timely, and aligned with business requirements.
  • Analyze deviations and provide relevant commentary and insights.
  • Maintain reporting calendars and ensure timely delivery of critical HR reports.
  • Support leadership with customized reports and analysis for strategic and operational decisions.
6. Data Quality & Governance
  • Ensure accuracy, consistency, and completeness of HR data.
  • Conduct regular data validation and reconciliation across HR systems and reports.

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  • Identify data discrepancies and coordinate with relevant stakeholders for resolution.
  • Establish appropriate data-quality checks and validation mechanisms.
  • Maintain standardized definitions for HR metrics and reporting.
  • Ensure appropriate handling and confidentiality of employee and organizational data.
  • Support development of HR data governance practices and reporting standards.
7. HR Automation & Digital Transformation
  • Identify repetitive, manual, and inefficient HR activities that can be automated.
  • Work with HRMS, IT, and business teams to evaluate automation opportunities.
  • Support automation of HR reports, workflows, approvals, notifications, and data processes.
  • Evaluate existing HR technology capabilities and recommend improvements.
  • Participate in HR digital transformation initiatives.
  • Track automation benefits such as reduction in manual effort, improved accuracy, and reduced turnaround time.

Required Skills & Qualifications
  • Bachelor's degree in HR, Business Administration, Management, Analytics, Information Systems, or a related field.
  • Experience in HR Business Analysis, HR Analytics, HR Operations, HRMS, HR MIS, or HR Process Improvement.
  • Strong understanding of core HR processes and employee lifecycle.
  • Advanced proficiency in MS Excel, including Pivot Tables, XLOOKUP/VLOOKUP, INDEX-MATCH, logical functions, data validation, and data analysis.
  • Experience in developing HR dashboards, MIS, and management reports.
  • Strong analytical and problem-solving capabilities.
  • Ability to interpret data and convert it into actionable business insights.
  • Strong stakeholder management and communication skills.
  • Ability to understand business requirements and translate them into HR/process solutions.
  • Strong attention to detail and data accuracy.
  • Ability to manage multiple projects and priorities effectively.

Preferred Experience
  • Experience working with KEKA HRMS or other HRMS platforms.
  • Experience in HR analytics, business intelligence, or people analytics.
  • Exposure to Power BI or other data visualization/BI tools.
  • Experience in HRMS implementation, migration, integration, or automation projects.
  • Experience working with recruitment, payroll, attendance, performance management, and employee lifecycle data.
  • Experience in process mapping, requirement gathering, UAT, and change management.
  • Exposure to HR technology integrations and API-based data flows will be an advantage.
  • Experience in a fast-paced, technology-driven, or multi-location organization will be preferred.

Skills

Data AnalysisData VisualizationPower BIExcelAdvanced ExcelReconciliationPivot TablesVLOOKUPRecruitmentTalent AcquisitionHR OperationsPayrollPerformance ManagementProcess ImprovementStakeholder Management

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Important dates & deadlines?

Application Deadline

07 Dec 26, 03:25 PM IST

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HR Business Analyst

Group Bayport

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