Gather insights on hiring effectiveness, candidate experience, employee turnover, engagement drivers, career development, leadership readiness, and succession practices.
Facilitate discussions to understand operational challenges, stakeholder expectations, and opportunities to improve existing processes.
Synthesize qualitative feedback and integrate findings with quantitative data to develop a comprehensive understanding of organizational issues.
Maintain confidentiality and ensure that collected information is handled professionally and appropriately.
3. HR and Recruitment Process Assessment
Work closely with HR and Recruitment teams to understand their structures, workflows, policies, systems, and operational challenges.
Immerse in relevant business units to gain a practical understanding of workforce requirements, hiring needs, employee experiences, and business priorities.
Assess recruitment processes, including manpower planning, sourcing, screening, selection, onboarding, and time-to-fill.
Examine employee retention and engagement practices to identify factors affecting turnover, motivation, productivity, and employee experience.
Review succession planning and talent development practices, including critical roles, talent pipelines, leadership readiness, and development needs.
Identify process inefficiencies, capability gaps, and opportunities to improve coordination between HR and business units.
4. Report Writing and Presentation of Findings
Prepare clear, structured, and data-driven reports covering findings, analysis, key issues, root causes, and if possible, recommended interventions.
Develop presentations, executive summaries, and management updates for relevant stakeholders.
Document interview and focus group discussion findings, key themes, and implications for HR and business operations.
5. Action Plan Monitoring and Implementation Support
Monitor the progress of agreed-upon initiatives, deliverables, milestones, and timelines; work in coordination with HR, Recruitment, and relevant business units.
Maintain action trackers and provide regular updates on implementation status, accomplishments, delays, risks, and outstanding issues.
Coordinate with different departments to clarify responsibilities, address implementation challenges, and facilitate timely completion of action items.
Follow up with action owners to ensure accountability and sustained progress.
Assist in assessing implementation effectiveness using agreed-upon indicators and recommend adjustments when necessary.
6. Cross-Functional Coordination and Project Support
Serve as a coordination point among HR, Recruitment, business units, and other relevant departments involved in the consultancy engagement.
Organize meetings, stakeholder consultations, data-gathering activities, and progress reviews.
Establish effective working relationships with stakeholders at different organizational levels.
Support the development of project documentation, progress reports, and other consultancy deliverables.
Perform other related analytical, research, and project coordination activities necessary to achieve the objectives of the engagement.
Qualifications and Requirements
Bachelor's degree in Human Resources Management, Psychology, Business Administration, Organizational Development, Statistics, Social Sciences, or a related field.
At least 2–4 years of relevant experience in HR analytics, recruitment, organizational development, management consulting, research, or project coordination.
Experience in data gathering, data analysis, report writing, and conducting interviews or focus group discussions.
Familiarity with recruitment, employee engagement, employee retention, talent management, and succession planning processes.
Strong analytical and critical-thinking skills, with the ability to identify patterns, investigate root causes, and develop actionable recommendations.
Excellent written and verbal communication skills, including the ability to prepare professional reports and presentations.
Proficiency in Microsoft Excel and PowerPoint; experience with HR information systems, survey tools, data visualization tools, or statistical software is an advantage.
Strong interpersonal and stakeholder management skills, with the ability to work effectively across different departments and organizational levels.
Highly organized, detail-oriented, proactive, and capable of managing multiple deliverables and deadlines.
Demonstrated professionalism, discretion, and respect for confidentiality when handling employee and organizational information.
Willingness to conduct onsite observations, stakeholder interviews, focus group discussions, and business unit immersion as required.
Working Relationships
The Analyst will work closely with
Human Resources and Recruitment teams
Business unit heads and department managers
Employees and other relevant stakeholders
Project leads, consultants, and management representatives
