PEOPLE INTELLIGENCE ANALYST

LANDVISTA PEOPLE INTELLIGENCE ANALYST Candidate-Facing Job Description Role Code LV-PIC-PIA Division PIC — People Intelligence & Control Reporting Line Founder Office; later PIC Manager when formally appointed Location / Working Model As specified in the offer or candidate communication Employment Model As approved for the position; subject to probation and performance review Governance-Led · Evidence-Based · Confidential · Audit-Ready Role Overview The People Intelligence Analyst supports LANDVISTA by maintaining structured, accurate, confidential and evidence-based information across recruitment, onboarding, workforce administration, performance-management support, probation tracking, people-risk reporting, and exit controls. The role enables management visibility and controlled decision-making, but does not independently exercise final hiring, compensation, appraisal, disciplinary, termination or system-access authority. What Success Looks Like · Recruitment, workforce and performance records remain accurate, current and traceable. · Candidate and employee processes move on time, with missing evidence and overdue actions escalated promptly. · Reports distinguish verified facts from assumptions, opinions or unconfirmed signals. · Confidential information is handled strictly through approved systems and access channels. · Managers and the Founder Office receive concise, decision-ready people intelligence. Key Responsibilities 1. Recruitment Intelligence & Pipeline Control · Maintain approved hiring requisition and candidate pipeline records. · Track sourcing, screening, assessments, interview scheduling, scorecards, documents, ageing and next actions. · Prepare candidate pipeline, recruitment ageing, screening status, assessment-pending and offer-readiness reports. 2. Candidate Screening & Assessment Support · Review applications against approved role criteria and record factual findings. · Flag missing information, disclosed conflicts, inconsistencies and procedural risks. · Issue approved assessments, preserve submissions and timestamps, maintain evaluation records and coordinate moderation. 3. Workforce Data Integrity · Maintain approved employee master, role, reporting-line, employment-status, joining, probation, training and exit records. · Validate records against available evidence rather than assuming existing system entries are correct. · Identify duplicate, incomplete, stale or conflicting records and route them for correction. 4. Job Description & Role Library Support · Maintain approved job-description records, role codes, versions and status. · Identify outdated or conflicting role documents and support formal change-control workflows. · Ensure only approved role definitions are used for recruitment and people operations. 5. Onboarding, Training & Probation Tracking · Maintain joining checklists, policy acknowledgements, orientation status and incomplete activation prerequisites. · Track role-specific training, test results, certification and recertification requirements. · Monitor Day 15, Day 30, Day 60 and Day 90 probation reviews and escalate overdue decisions. 6. KPI / PMS Administration · Maintain KPI assignment, review calendars, evidence completeness and review status. · Prepare performance-status and overdue-review reports. · Protect approved targets, weights, ratings and evidence from unauthorized alteration. 7. People Risk Intelligence & Reporting · Identify and escalate documentation gaps, approval bypass, data manipulation, conflict-disclosure gaps, access anomalies and confidentiality concerns. · Prepare daily or weekly updates, workforce exception reports, probation-due reports, KPI/PMS status reports and people-risk escalation notes. · Keep reports factual, concise, evidence-linked and free from unsupported conclusions. 8. Exit & Handover Support · Track handover, assets, open work, records transfer, access-revocation dependencies and exit checklists. · Maintain evidence of completion and escalate unresolved closure items. · Support final closure while preserving independent approval authority. Authority & Decision Boundaries The Role May The Role May Not Independently Collect, validate, record, organize and analyse approved people information Approve headcount, job descriptions or compensation Maintain trackers and assigned system records Make final candidate selection or rejection decisions Coordinate interviews and approved assessments Release offers or approve background-check exceptions Prepare screening recommendations and reports Approve system access, appraisal ratings, promotion or confirmation Flag exceptions and escalate risks Approve disciplinary action, termination or final exit closure Track onboarding, probation, performance and exit status Override critical risks or alter approved evidence without audit trail Eligibility & Preferred Profile Education · Bachelor’s degree or relevant diploma in Human Resources, Business Administration, Management, Commerce, Psychology, Data/MIS, or another relevant discipline. Relevant Experience · Exposure to recruitment operations, HR operations, people operations, HR MIS, workforce administration or employee-lifecycle support. · Experience maintaining structured records, coordinating multi-step processes and preparing management reports. · Fresh graduates with strong analytical discipline, confidentiality and advanced spreadsheet capability may also be considered for an entry-level configuration. Technical Capability · Strong working knowledge of Microsoft Excel or Google Sheets, including filters, sorting, data validation, basic formulas and structured trackers. · Professional email drafting, calendar coordination, document control and accurate status reporting. · Preferred: pivot tables, lookup functions, dashboards, Zoho Recruit, Zoho People and Zoho Analytics. Required Competencies Behavioural Governance Analytical & Operational Confidentiality Respect for authority boundaries Attention to detail Neutrality Evidence discipline Structured follow-up Accuracy Conflict disclosure Fact-versus-opinion separation Patience Controlled-access behaviour Data validation Reliability Audit awareness SLA tracking Professional communication Willingness to report errors Clear escalation Confidentiality, Data Protection & Security This role may handle confidential candidate, employee, assessment, performance and governance information. The selected candidate must: · Use only approved company systems, storage locations, devices and communication channels. · Never forward resumes or confidential files to personal email or personal cloud drives. · Never disclose salary, performance, assessment or investigation information without authority. · Follow password, MFA, file-sharing, download, printing, screenshot, removable-media and deletion controls. · Return or delete company information as directed during role change or exit. · Report suspected confidentiality, access or data-integrity incidents immediately. Access Principles · Access is role-based, least-privilege, approval-controlled, logged and activated only after formal onboarding requirements are completed. Access to Founder War-Room information, unrestricted salary data, privileged legal files, bank records, investor or mandate information, password vaults, protected grievances, disciplinary investigations and super-admin controls is restricted unless separately approved. Compensation & Employment Structure · Compensation range: ₹30,000–₹45,000 per month, subject to relevant experience, technical capability, assessment performance, current compensation, employment structure and final internal approval. · The initial offer may include a three-month probation or controlled activation period, followed by documented performance and confirmation review. · Compensation, benefits, employment terms and any revision are confirmed only through the formal written offer issued by LANDVISTA. Performance & Review Framework · Performance will be measured through approved KRAs, KPIs, KRIs and PMS controls. · Key measurement areas include data accuracy, pipeline accuracy, documentation control, SLA compliance, reporting quality, escalation timeliness and confidentiality compliance. · Serious failures involving integrity, confidentiality, evidence authenticity, conflict disclosure, approval compliance or access control may override otherwise strong productivity results. · Probation and confirmation are subject to documented review; delayed review does not create automatic confirmation. Selection Process Candidates may be evaluated through LANDVISTA’s controlled hiring process, which can include: · application and eligibility review · structured screening · competency assessment · one or more interviews · practical assignment or data exercise · governance and confidentiality evaluation · reference, background and conflict checks · Founder or Founder Office decision · offer documentation and controlled onboarding Participation in a stage does not guarantee progression, selection or employment. Final decisions remain subject to approved authority and verification. High-Risk or Disqualifying Conditions · Falsification, forged documents or deliberate data misuse. · Serious confidentiality breach or unauthorized candidate-database use. · Undisclosed material conflict of interest or recruitment commission arrangement. · Evidence manipulation, unsupported personal remarks or discriminatory screening behaviour. · Refusal to follow controlled access, declarations, audit or verification requirements. Application Instructions · Submit an updated resume and a brief note describing relevant recruitment, HR operations, MIS or people-data experience. · Mention spreadsheet proficiency and any experience with Zoho Recruit, Zoho People or HR technology. · Be prepared to complete a practical data-quality or process-control exercise. · Do not submit confidential information belonging to a current or former employer. LANDVISTA Role Principle The People Intelligence Analyst is an evidence-led support and control role. Responsibility to prepare, track and recommend does not create final approval authority. Document Code: LV-PIC-PIA-JD | Version 1.1 | Candidate-Facing Controlled Copy Requirements Education Bachelor's degree or diploma in one of the following: Human Resources Business Administration Management Commerce Psychology Data Management / MIS Any related discipline Experience Preferred experience in one or more of the following: Recruitment Operations HR Operations People Operations HR Administration HRMIS Workforce Administration Documentation Management Technical Skills Must Have Microsoft Excel Google Sheets Data validation Reporting Document management Professional email communication Calendar management Preferred Pivot Tables VLOOKUP/XLOOKUP Dashboards Zoho Recruit Zoho People Zoho Analytics Soft Skills Strong analytical thinking Excellent attention to detail Confidentiality and integrity Professional communication Organizational skills Time management Problem-solving ability Process-oriented mindset Governance & Compliance Candidates should demonstrate: Respect for confidential information High ethical standards Process discipline Evidence-based decision support Ability to distinguish facts from opinions Strong documentation practices Benefits Benefits Opportunity to work directly with the Founder Office Exposure to institutional HR governance and workforce intelligence Structured career development within the People Intelligence function Hands-on experience with recruitment, analytics, HR systems, and reporting Professional learning in KPI, Performance Management, and Workforce Analytics Collaborative and process-driven work environment Opportunity to contribute to strategic workforce decision-making Access to modern HR tools and enterprise workflows Continuous learning and skill development opportunities Career progression based on performance and organizational growth