Who we are:
InteLogix is a leading provider of integrated solutions, utilizing cutting-edge technology to provide exceptional customer experiences. Our commitment to excellence and innovation has enabled us to redefine industry standards and create brighter futures for our clients and their customers. We are dedicated to making lives better through our empathetic customer engagement and advocacy for our clients' brands and reputations.
Key Responsibilities
1. Data Gathering and Analysis
Collect, consolidate, validate, and analyze quantitative and qualitative data related to recruitment, employee retention, engagement, succession planning, and other related activities.
Review existing HR reports, recruitment metrics, employee records, policies, processes, and other relevant organizational information.
Helps identify trends, patterns, gaps, root causes, and opportunities for improvement in current people management practices.
Assist in developing analytical summaries, tracking tools, and other materials to support evidence-based decision-making.
Coordinate to translate data findings into practical insights and recommendations aligned with business objectives.
2. Interviews, Focus Group Discussions, and Stakeholder Engagement
Assist in the design and will conduct interviews and focus group discussions with HR personnel, recruitment teams, business leaders, managers, employees, and other relevant stakeholders.
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…