Our Services - HR Data Analytics Services

HR Analytics Consulting & HR Dashboards Experts

Turn HR and payroll data into decisions. We build HR dashboards, KPI packs, and governed models that leaders trust, using Power BI or Tableau with clean pipelines and simple user experiences.

Unified HR and payroll data model
Executive KPI packs and scorecards
Power BI HR dashboards and Tableau HR
Automated refresh and data quality rules
Self service analytics with guardrails
Enablement, training, and adoption plans

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Start your HR analytics journey with our experts

Share systems and goals. We will return a tailored approach within 24 hours.

HR analytics consulting that leaders actually use.

HR analytics consulting connects HR, payroll, finance, and engagement data into one view. With the right HR dashboards, executives see turnover, time to hire, absence, cost, and productivity in minutes. Clean pipelines, KPI packs, and governance remove spreadsheet chaos and speed decisions. The result is faster cycle times, clearer accountability, and fewer surprises at board reviews. We design practical analytics that fit your tools and make adoption simple.

Data Model & Sources

We start with the data model. HR dashboards only work when sources align, so we map HRIS, ATS, payroll, learning, and engagement feeds into a single source of truth. We define entities, relationships, and refresh cadence, then document joins and filters so analytics stay predictable. This foundation supports Power BI HR dashboards or Tableau HR with minimal rework later, keeping HR analytics consulting grounded in reality rather than theory.

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KPI Design & Governance

Good metrics are boring and consistent. We co design KPI packs with HR and Finance, define formulas, targets, and thresholds, and create owners for each metric. A light governance layer controls changes and avoids metric creep. This makes HR analytics consulting repeatable and defensible. Leaders get the same numbers every month, with context and trend lines that drive the right conversations at SteerCo and the board.

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Dashboard Build & UX

Design matters. We build HR dashboards that surface the few numbers that matter, with drill downs for managers. Pages load fast, filters are simple, and explanations sit next to the charts. Whether Power BI or Tableau, we keep layouts clean and mobile friendly. This focus on UX increases use and reduces training load, turning HR analytics consulting into a daily habit rather than a one off project.

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Automation & Data Quality

Automation keeps trust high. Pipelines validate counts and totals, catch late files, and flag anomalies. We add data quality rules for codes, dates, and hierarchies so HR dashboards never surprise you on payroll day. Automated refresh and alerts mean KPI packs land on time. This lets teams spend time on action, not wrangling exports, and keeps the analytics environment tidy and low maintenance.

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Enablement & Adoption

Adoption decides value. We run role based training, short playbooks, and office hours so managers use the tools. We track usage, collect feedback, and iterate on charts that are not pulling their weight. Simple help panels and glossary terms reduce support tickets. With this approach, HR analytics consulting becomes part of the weekly rhythm, not a shelfware dashboard.

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See your people data with clarity

Get a pragmatic blueprint for HR dashboards, KPI packs, and pipelines that deliver one version of the truth.

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Discovery and Blueprint

We map sources, stakeholders, and decisions, then define the HR analytics consulting blueprint. That includes KPI packs, data model, governance, and the first HR dashboards to launch. Power BI HR dashboards or Tableau HR are selected based on your stack and skills. The plan is small, clear, and fast to prove value.

What We Offer:

Current state review and goals
Target data model and integrations
Metric catalogue and definitions
Initial HR dashboards wireframes
Governance and delivery roadmap

Review your blueprint

Build, Automate, and Launch

We build priority HR dashboards, stand up pipelines, and automate refresh with data quality checks. KPI packs and glossary terms ship together. After pilot, we tune visuals and roll out to managers. This keeps HR analytics consulting practical and fast while locking in trust.

What We Offer:

Power BI or Tableau build
Pipelines with validation and alerts
KPI packs and glossary
Role based permissions and training
Adoption tracking and iteration

Launch your dashboards

Our Process

Define Questions

Agree decisions and KPIs first so dashboards answer real business needs.

Model Data

Build a clean model across HR and payroll to power fast, reliable analysis.

Build Value

Ship priority HR dashboards and KPI packs, then tune with user feedback.

Scale Use

Automate refresh, train managers, and expand coverage with governance.

Why choose Us?

We combine product thinking with HR domain depth. You get HR dashboards that are simple, fast, and trusted, with KPI packs leaders use every month and pipelines your team can run long term.

Outcome Led

We start from questions and decisions, not from charts and tools.

Clean Foundations

Strong data model and rules keep metrics stable and credible.

Fast Launch

Small pilots prove value quickly and guide the wider rollout.

Adoption First

Plain language, tidy UX, and training make analytics part of daily work.

Frequently asked questions

About Our HR Data Analytics & Visualisation Services

What is included in HR analytics consulting?

We design the data model, align KPI packs, and build HR dashboards with automation and governance. The goal is a single source of truth that reduces manual reporting and speeds decisions.

Which tools do you support for HR dashboards?

We build in Power BI or Tableau based on your stack and skills. Both support people analytics and KPI packs with role based security and refresh schedules.

How long does it take to launch?

Most teams launch a first set of HR dashboards in 4 to 8 weeks. A small, focused scope makes HR analytics consulting fast while protecting quality and adoption.

Can you blend payroll with HR data?

Yes. We model headcount, cost, absence, and pay together. This enables KPI packs that link turnover, hiring, and cost trends in one view.

What makes a good KPI pack?

Clear definitions, owners, and targets. We avoid vanity metrics and focus on trend lines leaders can act on, backed by a glossary that keeps terms consistent.

How do you ensure data quality?

Pipelines include validation rules for counts, totals, and codes. Alerts flag late or bad files. This keeps HR dashboards stable and trusted by Finance and HR.

Can managers self serve people analytics?

Yes. We design simple filters, drill downs, and row level security so managers explore safely without breaking KPI packs or exposing sensitive data.

What adoption support is provided?

Role based training, short videos, and office hours. We track usage and improve charts that are not pulling their weight so HR analytics consulting drives habits.

How are privacy and security handled?

Access is role based, sensitive fields are masked where needed, and audit logs track changes. Tool permissions mirror your identity model.

Do you replace existing reports?

We consolidate and retire legacy spreadsheets as HR dashboards take over. A controlled deprecation plan reduces noise and saves time each month.

Can you integrate engagement or learning data?

Yes. We add sources like survey, learning, and performance so people analytics tells a fuller story without losing clarity.

What outcomes should we expect?

Fewer ad hoc requests, faster board packs, and clearer accountability. HR dashboards and KPI packs give leaders a single narrative that supports action.