Est. 2011 · Verified 14 yrs

People Analytics & Total Rewards

Manindra Kumar

Turning workforce & compensation data into decisions leadership can act on
inside a 5,000-person Global Capability Centre.

Fourteen years in people analytics, the last decade owning the data, modelling and governance behind Total Rewards for a GCC spanning India and the Philippines. I build the systems that make pay, headcount and compliance numbers something leadership can trust on sight — not re-verify by hand.

Emailman4analytics@gmail.com

Phone+91 78279 27636

LinkedInlinkedin.com/in/manindrahr

Based inGurugram, India

Get in touch View LinkedIn

Impact, in the numbers I report on

14yrs

In people analytics — the last 10 inside one Global Capability Centre

5,000+

Employees across India & the Philippines under current analytics scope

60%

Faster headcount reporting — 5-day turnaround cut to 2

14%

Reduction in time-to-hire from a Recruitment SLA tracker I designed

10,000

Candidate records audited for a CHRO-requested compliance pre-audit

~95%

Team-identification accuracy after I re-based org reporting on cost-centre tagging

About

People Analytics professional with 14 years of experience, the last decade at a Global Capability Centre serving 5,000+ employees across India and the Philippines — my remit expanding from the India business to both geographies over that time. For the past five years I've been the dedicated analytics partner to the Head of Total Rewards & People Analytics, owning the data governance, modelling, reporting and controls behind a portfolio spanning Total Rewards, Payroll, People Services, Talent Acquisition and L&D.

My track record is surfacing cost and workforce risk ahead of it materialising, converting fragmented HR data into governed, self-service decision platforms, and building automated compliance tools that hand off cleanly to operational teams. I'm currently building depth in Visier and predictive Python, to extend from diagnostic into predictive workforce analytics.

Experience

NOV 2021
— PRESENT

Assistant Manager — People Analytics

Sun Life Global Solutions India Pvt. Ltd.

Gurugram. GCC of Sun Life Financial (Canada), 5,000+ employees across India & the Philippines. Matrix partnership with the Head of Total Rewards & People Analytics. Scope: Total Rewards · HR Operations · Talent Acquisition.

Total Rewards analytics partner — own the data, modelling and quality controls behind annual and mid-year compensation cycles across India and the Philippines.
Salary benchmarking & market positioning — run the annual Mercer survey submission end to end: job-matching internal roles to survey levels and translating market data into pay-positioning recommendations.
Increment scenario modelling — built an Excel/VBA engine replicating Workday's appraisal calculation, giving the Rewards Head a pre-publication view of rating distribution and merit/bonus budget utilisation (in continuous use 4+ years).
Reporting source of truth — proved manual team mapping was distorting span-of-control and attrition views, then established cost-centre-based tagging in Workday as the governing standard (~95% accuracy).
Pay gap & DEI&B reporting — built the gender pay gap analysis in Tableau (mean/median gaps, pay-quartile distribution); now developing a DEI&B dashboard.
CHRO compliance pre-audit — audited 10,000 active Workday candidates for requisition-disposition compliance; built the Power Query model, briefed the CHRO directly.

DEC 2015
— OCT 2021

Lead — HR Analytics

Randstad India Pvt. Ltd. (deployed into Sun Life's People Analytics function)

Self-service analytics platform — replaced static leadership slides with a governed dashboard platform, consolidating 8 years of headcount history.
Reporting turnaround — cut headcount reporting from 5 days to 2 by automating Workday-extract compilation and cost-centre tagging.
Talent acquisition analytics — designed a Recruitment SLA Tracker (Time-to-Fill, Cost-to-Hire) that contributed to a 14% cut in time-to-hire.
HR document automation — built a VBA letter-generation tool cutting turnaround for salary-addendum and promotion letters from 30 minutes to 2.

2012
— 2015

Earlier career

Commercial Executive, ManpowerGroup Services India (deployed at Hindustan Unilever) — distributor-claims processing and SAP-based fraud-detection tracking, May 2013–Nov 2015. MIS Executive – Sourcing, LaddersHR — candidate database and recruiter-productivity dashboards, Aug 2012–May 2013.

Expertise

Core competencies

Data GovernanceCompensation Analytics Salary Benchmarking & Survey Participation Pay Positioning & Compa-Ratio Analysis Increment & Merit Budget Modelling Rating Distribution Analysis Gender Pay Gap Reporting Compliance Analytics & Pre-Audit Self-Service Analytics Platforms Headcount, Attrition & Workforce Analytics Process Automation Stakeholder Advisory (CHRO / HRBP)

Systems & platforms

Workday (Compensation & Reporting) SAP SuccessFactorsSAP (Cost-Centre & GL)

Analytics & automation

Tableau — Certified Desktop Specialist Power BI (DAX, Power Query/M, Data Modelling) Advanced Excel & VBASQL Microsoft Copilot & Copilot Studio Power Automate

Currently building

Visier Python for predictive analytics Snowflake

Credentials

Certifications

Post Graduate Programme in Digital HR Transformation & People Analytics

XLRI Delhi-NCR · Mar–Nov 2024

Tableau Desktop Specialist

Tableau · Apr 2023

Certified Compensation & Benefits Professional; HR Metrics & Dashboarding; People Analytics; Statistics in HR; Global Data Integrity

AIHR · 2023

People Analytics (Wharton Online); Human Resources Analytics (UC Irvine)

Coursera · Dec 2022

Visier Certification · Microsoft Power BI Data Analyst (PL-300)

In progress

Education & recognition

MBA (Full-Time) — Human Resources & Marketing

Ranchi University · 2011

B.Sc. (Hons.) — Zoology

Magadh University · 2003

1st Runner-Up, Sun Life Viz Contest (Tableau)

SLGS India · 2021

Resilience Award (2023) · GEM Award (2019, 2020) · P4 Excellence Award (2018)

Sun Life Global Solutions

Portfolio Showcase

▶

Video walkthrough
coming soon

Compensation Intelligence · Live Interactive Dashboard

Pay Benchmarking & Market Positioning

An end-to-end compensation analytics dashboard demonstrating the full cycle of market benchmarking — from Mercer survey data ingestion to compa-ratio computation, pay zone classification, equity analysis, and executive-ready insight narrative. Filters drive every chart and KPI simultaneously, mirroring a production-grade Total Rewards digital solution.

Mercer Benchmarking Compa-Ratio Pay Equity Market Positioning Gender Pay Gap Chart.js Interactive Filters

What this demonstrates: End-to-end compensation analytics capability — from market survey data ingestion and job matching to pay positioning, equity analysis, and executive-ready insight narrative. Built for senior Total Rewards & Digital Solutions roles at global organisations running India & Philippines GCC populations.

Pay Benchmarking Dashboard

GCC Compensation Intelligence · Country A & Country B · Grades G4–G8

Synthetic data · 82 employees
For portfolio demonstration only

Total Headcount

Country A + Country B

Avg Compa-Ratio

—

1.00 = at market P50

Below Market (P25)

—

— employees

Above Market (P75)

—

— employees

Avg Compa-Ratio by Grade

Bars below 1.00 signal below-market positioning · Dashed line = market midpoint

Pay Zone Distribution

Employee count by market quartile position

Compa-Ratio vs. Performance Rating

Each bubble = one employee · Size = tenure (yrs) · Color = pay zone · High performers left of 1.0 = pay-for-performance gap

Pay Positioning Heatmap — Job Family × Grade

Avg compa-ratio per segment · Red < 0.90 · Amber 0.90–1.00 · Green > 1.00 · n = headcount

Gender Pay Gap — Avg Compa-Ratio by Grade

Grouped by grade · Gap shows structural positioning difference requiring decomposition by job family & tenure before conclusions

Salary Benchmarking — Pay Range vs Market Survey Data

P25 / P50 (Market Median) / P75 survey anchors vs internal Min / Mid / Max salary band · Avg actual pay shown as dot · All values normalised to Compa-Ratio scale for cross-country comparability

Incentive Design — Total Compensation Mix & STI Payout Distribution

Left: Target pay mix by grade (Base % vs Target Bonus % vs LTI %) · Right: Actual STI payout as % of target by performance rating — illustrating incentive leverage and differentiation

◆ Key Analytical Insights

Methodology: Compa-Ratio = Annual CTC ÷ Market P50. Pay zones defined against Mercer Total Remuneration Survey country benchmarks (simulated). Currency: Country A = Unit A · Country B = Unit B. Data is entirely synthetic and generated for portfolio demonstration purposes only. No real employee data has been used.

▶

Video walkthrough
coming soon

People Analytics · Executive Intelligence · One-View

People Analytics Command Centre — CHRO & CEO View

A single-screen executive command centre delivering the six vital signs of workforce health — headcount momentum, attrition risk, performance quality, gender equity, hiring velocity, and employee sentiment — with narrative insight that tells leadership not just what the numbers say but what to act on next.

Executive Reporting Attrition Analytics DEI Reporting Performance Distribution Time-to-Fill eNPS Headcount Trend

Who this is built for: CHROs, MDs, and CEOs who need a single trusted view of workforce health — no spreadsheets, no slide decks — with a clear signal on where to direct executive attention before the next board review or leadership offsite.

Total Headcount

5,122

↑ +302 FTEs YoY (+6.2%)

Annual Attrition

13.8%

↓ improved 1.2pp YoY

Open Positions

124

2.4% vacancy rate

High Performers

30%

Ratings 4 & 5 combined

Female Representation

48.2%

↑ +1.4pp · Leadership: 42%

eNPS Score

+34

↓ -3 pts QoQ — watch

Headcount Trend — Monthly (Jan–Dec)

Stacked area by country · Hover for totals · FY-end target: 5,200

Voluntary Attrition by Function

Red = above industry avg (14%) · Green = below benchmark · Sorted high→low

Performance Rating Distribution

% of total workforce per rating · High performers (4+5) = 30% · Bell-curve target

Gender Representation by Level

Stacked 100% bar · Executive parity gap clearly visible · Target: 50:50 at all levels

Time-to-Fill by Function — Days from Requisition to Offer Accepted

Red bars exceed 40-day target · Analytics & Technology are the critical bottlenecks for business delivery

◆ Executive Summary — Where Leadership Attention Is Needed

All figures are synthetic and modelled for portfolio demonstration purposes only. Attrition benchmark (14%) is indicative of GCC industry averages. eNPS and performance data are modelled estimates. No real employee, financial, or organisational data has been used in this dashboard.