People Analytics & Job Architecture
From Data to Design
We Engineer Human Potential
Smarter Hiring for a Stronger Workforce
we don’t just analyze people we architect possibility. Our People Analytics & Job Architecture services are built for organizations that want to move beyond gut instinct and into precision-led transformation. We combine behavioral science, organizational psychology, and data intelligence to help you understand, structure, and elevate your workforce.
This isn’t HR support. It’s human systems engineering.
We focus on quality over quantity sourcing candidates with not just the right skills but the mindset and values that fit your organization. From initial outreach to onboarding, we provide end-to-end support and strategic guidance, ensuring every hire adds measurable value to your business. With TalentEdge Recruitment, you gain a trusted partner who understands your talent needs and delivers results that last.
A gear in your organizational engine
built to boost performance, align strategy, and future-proof your workforce.
Job Evaluation (JE) Frameworks
We build custom Job Evaluation frameworks that go beyond titles and tasks. Our models assess roles based on complexity, impact, and accountability giving you a defensible foundation for compensation, career paths, and workforce planning.
Compensation Structuring
Forget market guesswork. We design Compensation Structures that balance internal equity with external competitiveness. From pay bands to incentive models, we help you reward performance without breaking budgets or morale.
Talent Mapping
Your top performers aren’t always the loudest. Our Talent Mapping services identify hidden potential, succession risks, and strategic gaps so you can build pipelines, not just org charts.
Organizational Design & HR Advisory
We don’t do cookie-cutter org charts. Our Organizational Design and HR Advisory services help you build agile, scalable structures that reflect your business goals and cultural DNA. Think: fewer layers, clearer roles.
HR Transformation
HR isn’t just a function it’s a force. We lead HR Transformation initiatives that digitize operations, elevate employee experience, and align HR with business strategy. From tech stack audits to process redesign, we make HR future-ready.
Organizational Restructuring
Whether you're scaling up, merging, or pivoting, our Organizational Restructuring support ensures transitions are smooth, strategic, and sensitive. We manage change with empathy and precision so people stay engaged, not confused.
Change Management Support
Change is inevitable. Resistance isn’t. Our Change Management frameworks blend neuroscience, storytelling, and stakeholder engagement to help your teams embrace transformation not fear it.
SOP Development
We turn chaos into clarity. Our Standard Operating Procedure (SOP) Development services document workflows, define accountability, and reduce operational risk. Your processes become scalable, teachable, and audit-proof.
Who We Serve
- Enterprises navigating digital transformation
- HR leaders building future-proof talent strategies
- CEOs restructuring for scale or agility
- CHROs seeking data-backed decision-making
- Organizations prioritizing equity, clarity, and performance
Why Zephora?
- Behavioral Science Meets Business Strategy
- Custom Frameworks, Not Templates
- Data-Driven, Human-Centered
Featured Question Answer
Frequently Asked Question You Should Know
Job architecture defines the structure and hierarchy of roles; job evaluation assesses the relative value of each role. Together, they create clarity and fairness in your workforce.
It turns intuition into insight. From attrition trends to engagement scores, people analytics helps leaders make informed, strategic, and predictive decisions.
Yes. Our frameworks are scalable across geographies, cultures, and compliance landscapes. We’ve worked with teams from Singapore to San Francisco.
Absolutely. We help clients integrate people analytics into existing HRIS platforms or build custom dashboards for real-time insights.
Without a clear job architecture, organizations risk inconsistent compensation, unclear career paths, and misaligned talent strategies. It can lead to role ambiguity, pay inequity, and difficulty scaling workforce planning
A robust job architecture provides standardized role definitions and leveling, which form the foundation for fair compensation practices. It helps organizations meet pay transparency regulations and build trust with employees
