Workflow 12
HR Analytics & Reporting
Dashboards and the cadence that makes them matter
Illustrative current-practice design
This is one worked example of how the process is commonly run, not a standard and not advice. Timings, thresholds and percentages are illustrative. Verify anything legally sensitive against local law and your own counsel.
Use it as a complete starting point, then adjust it for your company's strategy, culture, workforce, jurisdiction, collective agreements, technology, risk appetite and future-of-work direction.
Content last reviewed 28 July 2026.
Philosophy
A metric with no owner and no decision attached is decoration. Every recurring report names the decision it informs.
Cadence
Monthly operational pack, quarterly business review, annual people report
The steps
- 01
Monthly
- Headcount vs plan, attrition (regretted and total), open roles and ageing, time-to-fill by segment
- Case volume and cycle time from Employee Relations
- 02
Quarterly
- Workforce reforecast inputs, engagement and event-instrument traces, 9-box and succession health
- Pay equity check and merit spend against pool
- 03
Annual
- People report to the executive: capability, risk, diversity representation, and the year's talent investment case outcomes
- 04
Governance
- Definitions published once and reused; no metric changes definition mid-year without a note
- Personal data minimised: report at the level the decision needs, not the level the system allows
Who does what (RACI)
| Step | Responsible | Accountable | Consulted | Informed |
|---|---|---|---|---|
| Data quality | HR Ops | HR Ops Lead | IT | HRBP |
| Dashboard build | People Analytics | CHRO | Finance | BU Leaders |
| Interpretation to the business | HRBP | CHRO | People Analytics | BU Leaders |
Future-of-work considerations
- Continuous listening signals alongside periodic surveys
- Skills data as a reporting dimension
- Privacy, bias and explainability standards for any predictive model
- Named human accountability for decisions informed by analytics