Our Solution Expertise - Executive HR Reporting

HR executive dashboards and HR KPI reporting that land

Board ready HR executive dashboards and KPI reporting built from your HRIS, payroll and finance data. Clear headcount, attrition, cost, DEI and forecast models CEOs trust.

Board grade HR executive dashboards aligned to your strategy and P and L
Single truth for headcount, attrition, cost and DEI across all core systems
Standardised HR KPI reporting packs for ExCo, RemCo and board cycles
Forecast models for headcount, cost and risk scenarios grounded in actuals
Data model, integration and security design led by HRIS and analytics specialists

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Share systems, regions and board needs for a tailored HR executive reporting design.

HR executive dashboards your CEO will actually use

HR executive dashboards and HR KPI reporting only work if leaders trust the numbers and see them in their language. We connect HRIS, payroll, finance and engagement data into one consistent layer, then design packs and dashboards that track headcount, attrition, cost, DEI and forecast models against your plan. Done right, HR stops defending numbers and starts driving decisions on productivity, risk and growth.

HR data model and KPI blueprint

We start with your existing stack: HRIS, payroll, ATS, finance, engagement and learning tools. We map how data flows today and define a clean HR analytics data model for HR executive dashboards. That includes standard definitions for headcount, FTE, joins, leavers, internal moves, vacancies, cost categories and DEI fields. No more three versions of headcount in the same meeting. Next we align HR KPI reporting to your strategy and board language. We select a sharp set of metrics, targets and time horizons with clear owners and calculation logic. By fixing the data model and KPI catalogue first, we ensure every dashboard, slide and commentary is consistent and defensible, whether viewed in BI tools, within HRIS analytics, or in board PDFs.

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Executive dashboard and pack design

With definitions locked, we design HR executive dashboards and reporting packs for specific audiences: CEO, CFO, CHRO, ExCo, board and RemCo. Each view focuses on a narrative: workforce shape, critical roles, attrition, cost, performance, DEI, succession and risk. Visuals are clean, benchmarked and time based, with drillable layers behind the top level story. No clutter, no vanity charts.

We then implement these designs in your chosen tools, using live data connections where possible. Each pack becomes a repeatable product: standard layout, commentary prompts and refresh rules. HR teams stop rebuilding slides from scratch. Leaders get the same view every cycle, updated, accurate and ready for decisions.

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Integrated people cost and forecast models

We connect HR data with finance so HR KPI reporting can answer “so what” in money terms. Using payroll and GL data, we configure models that show people cost by segment, unit, customer or product, linking headcount and rates to revenue and margin. Forecast models then project the impact of hiring plans, attrition, pay reviews, restructures and location shifts. These models are built using your existing BI or planning tools, fed from the HR data model. Finance and HR can scenario test: freeze hiring, shift to nearshore, reduce attrition, invest in specific roles. Executive HR reporting becomes a forward looking view, not just last quarter’s story.

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DEI, headcount and attrition analytics

Boards expect clear, consistent reporting on representation, equity and risk. We design DEI metrics that match your data reality and regulatory expectations: gender, ethnicity where available, age, tenure, level, pay distribution and progression. These sit alongside headcount and attrition cuts by function, location, manager and critical role.

We configure dashboards and pack sections that highlight hot spots without exposing individual data. Leaders see where you are under represented, where attrition is eroding key teams and which interventions change the curve. This turns DEI and attrition reporting from reactive commentary into measurable commitments supported by real numbers.

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Automation, governance and enablement

A clever dashboard that relies on heroics will fail. We automate data refreshes, mapping rules and distributions so HR executive dashboards and KPI packs run on a known cadence with minimal manual effort. Exceptions, such as structural changes or M and A, are handled through defined adjustments, not last minute edits.

We also put governance around the suite: metric owners, change control, data quality checks and simple documentation. HR, Finance and Analytics teams know how numbers are built, how to answer challenges and how to evolve content. That governance is what keeps your executive HR reporting credible over time.

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Turn people data into a board asset

If leadership questions every HR slide, we can rebuild your HR executive dashboards and KPI reporting on solid data and design.

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Discovery, definition and data mapping

We run short sessions with HR, Finance and Strategy to understand what the CEO and board care about, then audit current packs and sources. We define standard measures for HR executive dashboards and HR KPI reporting and map those back to live HRIS, payroll and finance data so there is one truth for headcount, attrition, cost and DEI.

What We Offer:

Review of existing HR, people and board reporting
Standard definitions for core HR KPIs and metrics
Data lineage mapping from HRIS and payroll to reports
Gap analysis across headcount, attrition, cost and DEI views
Blueprint for executive HR dashboard architecture

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Build, automation and launch support

Using the blueprint, we configure datasets, calculations and visuals in your BI or HR analytics tools. We embed HR executive dashboards into secure portals and design exportable board packs with minimal manual editing. Automation, prompts and clear commentary notes make each cycle predictable. We stay close for early cycles to refine and hand over.

What We Offer:

Implementation of HR KPI reporting in your chosen toolset
Automated data refresh, mapping and exception rules
Role based access for CEO, ExCo and HR leadership
Standard slide decks fed from live dashboard content
Training so HR and Analytics teams can own enhancements

Build board ready HR dashboards

Our Process

Listen first

We capture leadership questions, investor themes and existing HR reporting pain points.

Define clean

We agree standard KPIs and data rules for headcount, attrition, cost, DEI and forecasts.

Build smart

We configure integrated HR executive dashboards and packs using your current platforms.

Embed trust

We automate refresh, secure access and train teams so reports stay consistent and credible.

Why choose Us?

We are HRIS and analytics specialists who know how to translate complex people data into simple executive narratives. Our work is grounded in your live systems, speaking the language of CEOs, CFOs and CHROs while giving HR teams tooling they can actually run.

System native

We build on your HRIS, payroll and BI stack, avoiding fragile offline models.

Board aligned

Dashboards and packs mirror how boards view performance, risk and investment.

Data assured

Clear lineage, reconciliations and controls so metrics stand up under challenge.

Future ready

Forecast and scenario capabilities built in, not bolted on as an afterthought.

Frequently asked questions

What are HR executive dashboards in practice?

HR executive dashboards are curated views of people metrics for senior leaders. They pull from HRIS, payroll and finance to show headcount, attrition, cost, DEI and key risks in one place. We design them so definitions are standard, trends are clear and actions are obvious, not buried in detail.

How do you choose which HR KPIs to report to the board?

We start from your strategy, risk register and investor story. Then we select a focused set of HR KPI reporting measures with tight definitions: headcount, regretted attrition, critical roles, DEI, span of control, cost and productivity. Each metric has an owner, target and refresh cycle.

Can you integrate data from multiple HR and payroll systems?

Yes. We design a reporting data model that consolidates core fields from different HRIS and payroll solutions. Mappings and transformation rules ensure one consistent picture in HR executive dashboards, even if operations still run on multiple platforms.

How do you ensure numbers in the HR packs are trusted?

Trust comes from consistency and transparency. We standardise definitions, automate data pulls, implement reconciliations to payroll and finance, and document calculations. Leaders see the same values in dashboards and board packs, cycle after cycle, with clear lineage back to source.

Can you support DEI reporting without overexposing sensitive data?

We design DEI reporting using aggregated, privacy aware views and appropriate thresholds. Metrics highlight trends and gaps by level and function without identifying individuals. Controls on access and drill down protect confidentiality while giving boards the insight they expect.

Do you build forecast models as part of executive HR reporting?

Yes. We connect headcount and pay data into simple forecast models that project cost and capacity under different scenarios. These models sit in your planning or BI tools so HR and Finance can run “what if” analysis confidently.

What tools do you use to deliver HR executive dashboards?

We typically leverage your existing BI stack or native HR analytics modules. Our role is to design the data model, calculations and layouts so they work technically and commercially, rather than pushing a new reporting product.

How long until we can replace our manual HR board pack?

Once core definitions and data connections are in place, we can mirror your current pack structure with automated content and iterate. We usually phase: critical pages first, then deeper analytics, to move away from manual decks without losing momentum.

Will HR need specialist data engineers to maintain this?

No. We design solutions your HR analytics or reporting team can run. Calculations, mappings and refresh jobs are documented. We train your people to adjust metrics, add new views and keep governance tight.

Is this suitable for private equity, listed and regulated environments?

Yes. We align HR executive dashboards and HR KPI reporting with the evidence and audit expectations typical of PE owners, listed boards and regulated sectors, ensuring clarity, repeatability and robust control around sensitive people data.