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Building Dashboards From Scratch

Transforming fragmented HR reporting into a strategic decision-making engine

Client Background

A rapidly scaling healthcare organization reached a critical inflection point. Despite operating across dozens of locations, leadership lacked a unified view of workforce dynamics. Reporting was spread across spreadsheets and manually created PowerPoints, which were slow, inconsistent, and prone to error. Talent, HR, and Finance were each working with different numbers, preventing unified decision-making.

Like many growing organizations, they needed more than a dashboard; they needed a centralized truth, a shared language, and a system leaders could trust.

The Core Problem

Headcount reporting looked different in every department, so leaders lacked a single view of the workforce. Attrition, recruiting, and staffing metrics were defined differently, reported slowly, and handled in spreadsheets. Without trusted people analytics or workforce forecasting, leadership was flying blind on trends, risks, and where to invest for growth.

Our Strategic Intervention

We applied a phased analytics maturity approach (similar to the Bersin/Visier frameworks):

Phase 1: Clarify the “North Star” Questions

In phase one, we clarified the North Star questions that matter for strategic workforce planning and people analytics consulting. Through interviews with HR, Talent, and Finance, we focused on where talent was leaking, how to prioritize recruiting capacity, which centers were misaligned on staffing, and what the workforce would look like 3 to 6 months ahead.

Phase 2: Build a unified analytics architecture

Next, we built a unified people analytics architecture. Using Tableau, Workday, recruiting, and finance data, we created a single source of truth for headcount and staffing. Automated SQL and Alteryx pipelines refreshed data, while standardized metric definitions fed interactive workforce dashboards with filters, drill downs, and center level comparisons for leaders.

Phase 3: Enable adoption and long-term sustainability

Finally, we focused on adoption so the solution would last. We trained HR, Talent, and Finance teams to interpret trends, run their own analyses, and bring the dashboard into monthly and quarterly talent discussions. People analytics shifted from a one off project to a shared capability for ongoing workforce decisions.

Outcome Metrics

  • 15% reduction in quarterly labor-related budget variance after standardizing workforce reporting
  • 90% decrease in manual reporting time, reducing monthly headcount reporting from several days to less than 2 hours
  • 100% adoption of the new dashboard across HR, Finance, and Talent teams within the first 30 days
  • 30% improvement in accuracy of headcount reporting due to automated data validation
  • 40+ hours saved per month across HR and Talent teams previously spent compiling spreadsheets
  • 4x faster decision-making during workforce planning cycles
  • 25% reduction in redundant or duplicated reports, consolidating insights into a single source of truth

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