Analysing employee turnover and translating data into HR recommendations
An in-depth analysis was carried out on turnover data, supported by cross-checks across data sources and trends from exit interviews. The outcome was a validated advisory report with practical recommendations for HR.
Domain
HR analytics
Approach
Analysis and advice
Deliverable
Report and presentation
I-SEC operates in a specialist security environment where workforce turnover is a recurring reality. In that kind of setting, having data is one thing, but understanding what drives departures and what can be done about them is something else entirely.
That was the core issue here. Turnover figures and exit interview input were available, yet they had not been brought together into one coherent picture. As the need for more targeted HR action increased, the lack of analysis became more visible.
The challenge
I-SEC needed an external analyst who could verify the available data, compare multiple sources and translate the findings into concrete HR recommendations. The assignment was intentionally kept focused on analysis and advisory work, without extending into implementation or follow-up programmes.
Blackbear's role
Blackbear helped define the assignment clearly at the start. The scope was framed as a time-bound, output-focused analysis requiring a combination of HR analytics and data processing expertise. From there, the work was organised around alignment on objectives, data verification, statistical analysis and interim review, so the final advice would be both grounded and usable.
Result
I-SEC received a validated report highlighting the main drivers of turnover, recurring patterns from exit interviews and practical recommendations for targeted HR interventions. The final presentation made the outcomes directly usable for the HR team without taking up internal capacity for the analytical work itself.
