Entry-level Business Analyst with strong domain exposure in HR and recruitment operations and hands-on experience in data analysis,
visualization, ETL and automation projects. Skilled in translating operational problems …
Entry-level Business Analyst with strong domain exposure in HR and recruitment operations and hands-on experience in data analysis,
visualization, ETL and automation projects. Skilled in translating operational problems into analytical solutions through dashboards, KPIs
and stakeholder reporting. Seeking a Business Analyst role to support data-driven decision-making and process improvement.
Worked closely with business stakeholders to understand hiring demand and operational requirements for PMO and Finance roles.
Supported multi-location recruitment operations and maintained structured hiring datasets in Excel.
Coordinated interviews and communication between candidates and hiring managers.
Generated recruitment tracking reports to support hiring status reviews and workforce planning.
Used HRIS and PeopleStrong for offer processing and candidate status management.
Participated in onboarding coordination and operational handover.
This role provided strong exposure to stakeholder communication, process workflows and operational reporting.
Worked closely with business stakeholders to understand hiring demand and operational requirements for PMO and Finance roles. Supported multi-location recruitment operations and maintained structured hiring datasets in Excel. Coordinated interviews and communication between candidates and hiring managers. Generated recruitment tracking reports to support hiring status reviews and workforce planning. Used HRIS and PeopleStrong for offer processing and candidate status management. Participated in onboarding coordination and operational handover. Provided strong exposure to stakeholder communication, process workflows, and operational reporting.
I built a complete HR recruitment management system using Notion, Google Forms, Google Sheets, and Zapier. The goal was to organize the entire hiring process in one place, reduce manual work, and automate candidate entry.
Defined analytical scope and business KPIs to track Total Calls (1,578) and Connectivity Rate (92.33%). Built ETL workflows in PostgreSQL by consolidating three data sources and cleansing 15,425+ records to ensure reporting accuracy. Designed an interactive performance dashboard for monitoring outreach activity across agent, campaign and geography. Delivered insights on peak call hours and low-performing segments to support operational optimization. Enabled self-service analysis through dynamic filters (Agent, Country) for supervisors.
Defined Strategic KPIs and Reporting Requirements to monitor workforce health, setting executive-level metrics including Attrition Rate, Average Tenure, and Gender/Diversity Ratios (Female %). Designed and implemented a multi-layered diagnostic dashboard in Power BI to enable drill-down analysis, linking high-level KPIs to underlying trends and detailed root causes. Generated critical business insights by cross-analyzing data, revealing the highest fight-risk segment: Sales Executives (24% Attrition) correlated with the lowest average monthly income. Supported retention strategy by identifying statistically signifcant turnover groups, including employees with 0 2 years of tenure and disproportionately high attrition rates across specific departments. Enhanced decision-making by using RAG (Red/Amber/Green) formatting and dynamic tables, allowing HR and business leaders to quickly prioritize reviews for pay equity and early-career retention programs. Tools/Skills: Power BI (Data Modeling/Visualization), HR Analytics, KPI Definition, Data Storytelling, SQL/Data Integrity Defined Strategic KPIs and Reporting Requirements to monitor workforce health, setting executive-level metrics including Atrition Rate, Average Tenure, and Gender/Diversity Ratios (Female %). Designed and implemented a multi-layered diagnostic dashboard in Power BI to enable drill-down analysis, linking high-level KPIs to underlying trends and detailed root causes. Generated critical business insights by cross-analyzing data, revealing the highest fight-risk segment: Sales Executives (24% Attrition) correlated with the lowest average monthly income. Supported retention strategy by identifying statistically signifcant turnover groups, including employees with 0–2 years of tenure and disproportionately high attrition rates across specific departments. Enhanced decision-making by using RAG (Red/Amber/Green) formatting and dynamic tables, allowing HR and business leaders to quickly prioritize reviews for pay equity and early-career retention programs.
نظام التوظيف التشغيلي المعتمد على الذكاء الاصطناعي أولاً، الذي يوحّد ويؤتمت دورة التوظيف بالكامل للمؤسسات الحديثة حول العالم.
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