Executive - MIS & Data Reporting
Function: Talent Acquisition Location: Pune
Purpose of the Role:
The Executive - MIS & Data Reporting will be responsible for managing Talent Acquisition data, generating actionable recruitment insights, and driving reporting excellence across the hiring lifecycle. The role will support leadership decision-making through accurate dashboards, predictive analytics, workforce planning reports, and recruitment performance metrics.
The incumbent will play a critical role in strengthening data-driven talent acquisition practices by ensuring data integrity, timely reporting, process governance, and meaningful analysis of recruitment trends across businesses. The role requires a strong analytical mindset, expertise in data visualization and reporting tools, and the ability to translate complex data into actionable insights for HR and business stakeholders.
Key Responsibilities:
Talent Acquisition Analytics & Insights:
- Develop and maintain recruitment dashboards, MIS reports, and leadership scorecards.
- Monitor and analyze key hiring metrics such as vacancy ageing, recruitment TAT, time-to-fill, source mix, offer-to-join ratio, diversity hiring, hiring costs, and recruiter productivity.
- Generate predictive insights on hiring demand, vacancy trends, talent availability, and recruitment outcomes.
- Identify recruitment risks, bottlenecks, and improvement opportunities, and recommend data-driven interventions.
MIS Management & Data Governance:
- Consolidate recruitment data from ATS, HRMS, onboarding platforms, and other systems.
- Ensure accuracy, integrity, consistency, and timely availability of Talent Acquisition data and reports.
- Conduct data audits, maintain reporting standards, and drive compliance with established governance frameworks.
Dashboard Development & TA Command Center:
- Design and automate dashboards using Excel, Power BI, and other analytics tools.
- Develop Talent Acquisition Command Center reports providing real-time visibility into hiring performance.
- Drive reporting automation, digitization initiatives, and continuous process improvement projects.
- Develop role-based dashboards for recruiters, hiring managers, business stakeholders, and leadership teams.
- Track and report key Talent Acquisition metrics, including:
- Vacancy Ageing
- Recruitment Turnaround Time (TAT)
- Source Mix
- Offer-to-Join Ratio
- Diversity Hiring Metrics
- Recruitment Cost Metrics
- Vendor Performance
- Recruiter Productivity
Performance Measurement & Scorecards:
- Design and manage performance scorecards for recruiters, sourcing teams, hiring managers, and recruitment vendors.
- Support leadership reviews through insightful analytics, trend reports, and executive presentations.
- Partner with Talent Acquisition teams, HR stakeholders, and business leaders to address reporting and analytics requirements.
- Support special projects, leadership reviews, and strategic talent acquisition initiatives through targeted analytics.
- Analyze recruitment trends, cost of hiring, productivity metrics, and process efficiency indicators.
Stakeholder Management:
- Collaborate closely with Talent Acquisition teams, HR Business Partners, COEs, Compensation & Benefits teams, and business leaders to understand reporting and analytics requirements.
- Provide timely and accurate responses to ad hoc data requests and business queries.
- Support leadership reviews through insightful presentations, trend analyses, and executive dashboards.
- Present findings and recommendations in a clear, concise, and decision-oriented manner.
Vendor Management:
- Coordinate with multiple internal teams to manage the Vendor Empanelment process.
- Monitor vendor productivity, SLA adherence, and hiring outcomes across business requirements.
- Generate regular vendor performance reports and recommendations for optimization of vendor partnerships.
- Support governance reviews, empanelment assessments, and vendor rationalization initiatives in collaboration with Talent Acquisition leadership.
- Verify and Process Vendor Invoices as per the SLA and Commercial Agreements.
- Coordinate with Purchase, Finance and other relevant teams to manage all vendor related activities.
Key Performance Indicators (KPIs):
- Accuracy and timeliness of MIS reports and dashboards.
- Quality, consistency, and governance of Talent Acquisition data.
- Stakeholder satisfaction and dashboard adoption.
- Reporting automation and process efficiency improvements.
- Effectiveness of recruitment analytics and actionable insights generated.
- Accuracy of hiring forecasts and predictive analytics outputs.
- Quality of performance scorecards and command center reporting.
- Impact of data-led interventions on recruitment outcomes.
Experience:
- 2-5 years of experience in MIS, HR Analytics, Recruitment Analytics, Workforce Planning, Data Reporting, or Business Analytics.
- Prior experience in Talent Acquisition, HR Operations, Shared Services, or analytics-focused roles will be preferred.
- Experience in dashboard development, reporting automation, and predictive analytics is desirable.
Educational Qualifications:
Essential
- Graduate in Engineering, Statistics, Mathematics, Commerce, Economics, Business Administration, or related disciplines.
Technical Competencies
- Advanced Microsoft Excel (Power Query, Power Pivot, Dashboards, Advanced Formulas, Pivot Tables).
- Reporting automation and dashboard development.
- Data visualization and business storytelling.
- Data governance and data quality management.
- Working knowledge of ATS, HRMS, and recruitment technology platforms.
- Strong capability in handling large datasets and generating actionable insights.
Key Stakeholders:
Internal
- Talent Acquisition Team
- HR Business Partners
- Compensation & Benefits Team
- Hiring Managers
- Business and Functional Leaders
External
- Recruitment Consultants and Search Partners
- Recruitment Vendors
- Technology and Analytics Solution Providers
Success Measures:
Success in this role will be measured by the ability to build a robust Talent Acquisition analytics ecosystem that enables proactive hiring decisions, enhances recruiter productivity, improves hiring quality, strengthens workforce planning, and provides leadership with meaningful, actionable insights. The incumbent will contribute significantly to elevating Talent Acquisition through data-led decision-making, process excellence, and predictive workforce intelligence.