We plan HR dashboards and the HR data engineering together, then handle the technical lift with minimal disruption. Your team keeps daily HR operations moving while we build, test, and migrate.We connect HCM and ATS sources, model data for analysis, and stand up pipelines with validation checks. A short pilot lets CHROs, HRBPs, and managers confirm views and workforce metrics before wider rollout. Typical stacks include Workday or SAP SuccessFactors feeding Snowflake or BigQuery, visualized in Tableau or Power BI. Weekly touchpoints keep priorities aligned. When you are ready, start a data engineering project.

We document the rules first, then build to match them. Every people analytics dashboard uses a shared data dictionary, clear metric definitions, and role-based security that fits HR policy.Access can use SSO and row-level permissions in Tableau, Power BI, or Looker Studio. CHROs (Chief Human Resources Officers), HRBPs, and managers see only what they need. We add audit notes and metric footnotes inside the views so the math is clear. If you want help assessing your current posture, you can request a data audit.

We set refresh schedules that follow decision cycles, then automate checks to keep data accurate. Daily headcount reporting is common, with intraday updates for sensitive workflows.Pipelines in Snowflake, BigQuery, or Databricks run tests for completeness, duplicates, and outliers. We monitor jobs, log failures, and alert the team before business users feel an impact. Quality notes appear in the dashboard so analysts know what changed. For a sense of cadence and reliability in action, see examples of refreshable workforce dashboards.

We build explainable predictive analytics that leaders understand and trust. Models focus on actions and outcomes, not black boxes.Typical solutions include forecasting, workforce planning scenarios, and retention or attrition analysis with clear risk indicators. We support DEI dashboards with transparent calculations and run lightweight A/B testing to track program impact. Tooling often blends SQL with Python or R, then ships results into people analytics dashboards your team already uses. If you want to pressure-test ideas, talk with an HR analytics consultant.

Yes. We connect to common enterprise systems, then map fields to a modeled layer for HR dashboards.Examples: HCM platforms like Workday, Oracle, SAP SuccessFactors, ADP, UKG; ATS tools like iCIMS, Greenhouse, SmartRecruiters, Taleo; BI platforms like Tableau, Power BI, Visier, Looker Studio; and warehouses like Snowflake or BigQuery. We also integrate employee listening tools such as Qualtrics EX, Glint, Culture Amp, or SurveyMonkey for sentiment and engagement metrics. To see this variety in practice, review real-world dashboard builds.

You leave with working people analytics dashboards, a reusable workflow, and the know-how to extend it. We provide templates, documentation, and a handoff plan that lasts.Your team gets storyboarded executive views, metric footnotes, links to the data dictionary, and training for analysts and managers. We can include refresh playbooks and governance checklists so HR data engineering stays healthy over time. If you want to map the handoff to your team’s capacity, schedule a working session.