Executive Workforce Analytics
Monthly C-Suite Reporting
Identified a workforce-visibility gap in a fast-growing start-up and built the organization's first recurring executive HR dashboard — turning scattered workforce data into monthly business insight for the C-suite.
Growth was moving faster than workforce visibility.
In a fast-growing start-up, workforce decisions were becoming increasingly important, but executives did not have a consistent view of headcount, turnover, separations, recruiting activity, demographics, and other workforce trends.
The data existed, but there was no recurring executive reporting process to translate it into actionable business insight. Leadership needed a clearer view of workforce conditions to support staffing, retention, hiring, and organizational planning.
I saw the reporting gap and built the solution.
- Identified the opportunity and proposed a recurring executive workforce dashboard to the VP of HR.
- Defined 10+ workforce measures that translated HR activity into information meaningful to executives.
- Structured the source data, calculations, visualizations, filters, and executive reporting views.
- Established the monthly reporting process and refined the dashboard for ongoing C-suite use.
HR data became business intelligence.
The dashboard consolidated workforce information into one repeatable executive view, allowing leadership to assess organizational conditions without working through separate HR reports or raw data.
Leaders gained clearer visibility into workforce capacity, turnover, recruiting demand, and emerging people trends — information that supported decisions affecting labor cost, operating capacity, retention, and the organization's ability to scale.
Explore the executive dashboard.
Use the Department slicer at the top of the dashboard to view a single department, multiple departments, or the full organization. You can also switch between the HR Dashboard and EE Data Report tabs to see both the executive presentation layer and the underlying workforce dataset that supports it.
What changed.
The dashboard created an executive operating rhythm around workforce data where none had existed before. Leadership gained a consistent view of staffing, turnover, hiring, and workforce trends to support decisions affecting labor cost, organizational capacity, and growth. The reporting process remained in use after my departure, demonstrating that it had become an embedded organizational resource.