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Human resource professionals are the face of an organization. In fact, they are the brand ambassadors of the firm. All the stakeholders have great expectations from HR department. However, their role is changing from ‘human resource manager’ to ‘human resource business partners (HRBP)’. The globalization, technology and hyper-competition have influenced the present market condition. The data is the fuel of today’s gig economy. The data-driven decisions are closely accurate and helpful in convincing the stakeholders. The HR Analytics can prove as a key tool in recruitment and selection, training and development, compensation and benefits, appraisals, performance management, database management, and talent retention within the organization. In addition, it can extend the scope outside the organization through corporate communication, brand management, client acquisitions, stakeholders’ management and so on. The descriptive, prescriptive and predictive analytics model can integrate the people, products, processes, and profits empowering the firm towards sustainable development. The HR analytics can give competitive advantages by optimum utilization of resources, goal congruence and managerial effectiveness in the context of big data, machine learning and internet of things (IoT).