HR data is never simple.
People Analytics can be.
One governed set of workforce numbers, on definitions your team owns and can change. Live in four weeks, not after a data project.
Define headcount once
Governed by HR- Board and leadershipQuarterly review12,48012,480
- FinanceBudget and forecast1198012,480
- HR operationsMonthly pack12,46712,480
- A manager, in SlackSelf serveScoped to them
One definition. One number. Everything below reads from it.
Headcount
12,480
▲ 2.1% vs Q2
By division
Retail
Ops
Corporate
Field
Other
By employment type
- Full time 78%
- Part time 15%
- Fixed term 7%
- HRPeople dashboard12,480
- FinanceBudget model11,930
- The board packSent Tuesday12,204
Three teams. Three numbers. One meeting about which is right.
Q3 board pack
- A data project you fund and staff before you see anything
- Five to nine months before anyone sees a number
- Definitions and a hierarchy that never match how you run
Analytics HR actually owns.
Three things every tool in this category claims. These are the ones we can show you in the first call.
One agreed definition of every metric, held once and used in every review.
Metrics, measures, dimensions and hierarchy your team creates and changes.
First governed metrics live on your data in four weeks. No data project.
Define it once. Everyone reports off it.
Your data comes in as it already is. One governed model sits in the middle. Everybody who asks gets the same number, scoped to what they are allowed to see.
Data you already have
HRIS and HCM
Workday · UKG · ADP · SuccessFactors
Employment, org and hierarchy
Payroll and compensation
Pay statements · comp events · pay history
What people are actually paid
ATS and recruiting
Requisitions · applications · offers
Open roles and time to fill
Events and history
Hires · exits · promotions · status changes
Effective dated, not a snapshot
Custom data
Your own objects, files and feeds
Bring what we did not ship
Define headcount once
Four teams. Four names. One number.
- Board and leadershipQuarterly reviewasks for headcountOne number
- FinanceBudget and forecastasks for FTEOne number
- HR operationsMonthly packasks for active employeesOne number
- A manager, in SlackSelf serveasks for my teamScoped to them
Nobody reconciles anything.
Everyone who asks
Board and leadership
The number that gets argued with in the room
Same number in every review
Finance
Headcount against FTE, agreed once
Reconciliation stops being a monthly job
Managers and HRBPs
Their population, and nobody else's
Scoped, small groups suppressed
Any AI tool you use
Slack · Teams · MCP · your own assistant
Same governed number
Your dimensions
- State
- Facility
- Location
- City
- Business Unit
- Entity
- Project
- Reporting Location
Your hierarchy
- State
- Facility
- Plant
- City
Your shape, not our slots.
Most tools ship fixed shapes: location, cost centre, business unit, org. You map your business into one of them and live with the gap. Ours is assembled from the dimensions you pick.
COUNT(employee) WHERE status = active AND as_of = 2026-09-30
- employment_snapshots2026-09-30
- Workday · employee feedhourly
- Suppression applied to groups under 5enforced
Follow any number back to source.
Open the calculation and trace it to the feed it came from. Access scoped per group, small populations suppressed, history effective dated. The number survives a challenge in the room.
Start with a metric like this
The first three metrics HR teams stand up, and the hierarchy they cut them by.
One definition, agreed across HR, Finance and the board. Point in time, not a rebuilt spreadsheet.
Voluntary, involuntary and regretted, on your own definitions rather than ours.
Segmented by any dimension you hold, with small populations suppressed by default.
Assembled from dimensions you already hold, so the three above cut the way your business actually runs.