By Role | HR
Power BI for HR and People Analytics
The HR director and team track headcount, attrition, recruiting, and retention in real time. No more manual exports from HR systems and delayed warnings about rising turnover in key departments.
Capabilities
7 KPIs the HR Director Tracks in a Single Dashboard
The HR director should not manually export headcount from the system, calculate attrition in Excel, and ask recruiters "how many vacancies are open." HR Dashboard automates the collection and analysis of workforce data — and flags problems before they become critical.
01
Headcount and Trend
Current headcount with a 12-month trend. Monthly changes: hires, terminations, transfers. Comparison against the planned headcount and FTE budget. The key indicator of the company's workforce health.
02
Attrition Rate
Employee turnover rate by company, department, and role. 12-month trend. Voluntary vs. involuntary attrition. Where turnover exceeds the critical threshold — visible immediately, without manual counting.
03
Time to Fill and Recruiting
Average time from job opening to a new employee's start date. Number of open vacancies, their priority, and current pipeline status. You know whether HR will close critical positions on time.
04
Cost per Hire (CPH)
Cost of filling one vacancy by channel and department. Comparison against target CPH. Where hiring is too expensive and why — data for optimizing the recruiting budget and selecting effective channels.
05
Workforce Structure
Headcount breakdown by department, role, level, and employment type. Tenure, age structure, and geography. Reveals imbalances and risks — for example, too high a share of new employees in key teams.
06
Overtime and Workload
Level of overtime hours by department. Are there teams that are chronically overloaded? This is an important leading indicator: high overtime often precedes a rise in attrition driven by burnout.
07
⚠ Retention Rate by Cohort
Percentage of employees remaining with the company after 3, 6, and 12 months. Cohort analysis: are we retaining new hires better or worse than a year ago? Where retention is below the norm — we identify it and bring it to HR's attention.
For Whom
Who Gets the Most Value
HR Dashboard is for the entire HR function and managers in organizations where people are the key business asset.
HR Director
A complete workforce picture without manual consolidations and phone inquiries. You know where attrition is rising, where there are headcount gaps, and where recruiting is behind plan — and respond before the situation becomes critical.
CEO / Business Owner
People are both the largest cost item and the most important asset. You see headcount, attrition, and FTE budget without the detail — and know when to ask the HR director the right questions. Signals are visible in advance.
Department Heads
You see the workforce status of your team: who is on board, where there are vacancies, and when new hires are expected. Data to support a request for a new position or increased recruiting priority — without disputes with HR based on "gut feeling."
Integrations
What Connects to the HR Dashboard
The dashboard connects to the HR systems and documents already in use at your company.
HR Systems (SAP HCM, Workday, BambooHR)
Employee data: positions, departments, hire and termination dates, employment type. Connection via API or direct Power BI connector. Daily or real-time updates.
ATS Systems (Recruiting)
Vacancy, candidate, and selection funnel data for Time to Fill and Cost per Hire metrics. We connect HURMA, Greenhouse, or an Excel tracker — depending on the system in use.
Time and Attendance
Actual working hours and overtime data. Enables calculation of real team workload and identification of departments with chronically high overtime.
Excel and SharePoint
Headcount plan, hiring plans, and FTE budget. We connect via Power Query for plan vs. actual comparison. Ideal for companies that maintain workforce plans outside the main HR system.
Employee personal data is processed in accordance with legal requirements. Access is segmented: HR sees everything, a department manager sees only their division.
Implementation Four Steps to HR Dashboard — in 2–3 Weeks Your involvement is limited to two short meetings with our analyst. We handle the rest.
Week 1 Connecting to HR Systems We get access to the HR system, ATS, and time tracking. We verify data structure and quality. We run a KPI session with the HR director — defining key metrics and attrition/retention criteria.
Week 1–2 HR Model We build the analytical model: headcount, attrition, recruiting, retention cohorts. We connect the headcount plan and FTE budget for plan vs. actual comparison.
Week 2 Launch in Power BI Service We deploy the dashboard in the cloud, configure role-based access, automatic refresh, and alerts for critical attrition and headcount deviations from budget.
Week 3 Team Training We run a 60-minute workshop for the HR director and team. We explain metrics, alerts, and filters. 30 days of support — included.
FAQ
Answers to Common Questions
What is considered a "normal" level of attrition?
Can the reasons for employee departures be tracked?
Is employee personal data protected?
What if HR data is partly in Excel and partly in the HR system?
What Power BI license is required?
Ready to Launch HR Dashboard?
Know Where Turnover Is Rising — Before It Becomes a Problem
In 2–3 weeks, the HR director and department heads have headcount, attrition, and recruiting in one dashboard in real time. Signals are visible in advance — without manual consolidations and late surprises at CEO meetings.