People Analytics Dashboard

The Need

Enterprise HR analytics tools carry far more features than most teams use, and cost accordingly, often needing a dedicated analyst just to build and maintain reports. Smaller teams either overpay for capability they don’t need or go without the visibility they do.

Process

Starting from a fabricated sample dataset with entirely original identifying data, I designed the dashboard from the metrics up, from what business-unit leaders and management actually need to see and act on. Role-based access means each stakeholder sees only what’s relevant to them: a manager sees their team roster and flight-risk ratings, not company-wide compensation.

Metrics span workforce composition, attrition (including a tenure-based exit analysis and exits by pay band), the recruiting funnel and requisition aging, compensation and pay equity by function, level and location, and two engagement instruments (a survey and a per-employee pulse score).

Value

Demonstrates designing and building custom HR analytics without an outsourced analyst or an enterprise BI license, informed by gathering requirements from HR data analysts at Lusha and building custom reporting for C-level executives at AppsFlyer. Built as a public demo, not run against real company data.

Tech