HR ANALYTICS TEAM

Objectives

The primary goal of this dashboard is to provide a comprehensive overview of workforce dynamics to help HR leadership manage headcount, monitor retention, and track diversity. Specifically, it aims to:

•       Consolidate headcount, attrition, and transfer data into a single interactive view

•       Track headcount growth trends from 2020–2025 to spot turning points

•       Break down workforce composition by department, job level, employment type, and gender

•       Surface tenure and stability patterns to flag retention risk

•       Enable filtering by department and reporting manager for drill-down analysis

Skills Applied

•      Data Cleaning & Transformation (Power Query)

•      Pivot Table and Pivot Chart Analysis

•      DAX measures (attrition %, HC growth, stability %)

•      Reporting Manager Filtering

•      Custom Dashboard Layout & Design

•      KPI card design and interactive filtering (slicers)

Tools Used:

•       Microsoft Excel — core dashboard build

•       Power Query — data shaping

•       DAX — calculated metrics

•       Excel — source data staging

Key Metrics Summary

•       Headcount growth: steady climb from 2020 to a peak of 118 active employees by 2025, despite ongoing attrition each year

•       Department mix: Sales (23%) and Legal (21%) are the largest departments; Finance and HR are smallest (8% each)

•       Job levels: Professionals (36%) and Trainees (35%) dominate; Management is a thin 18%, Contract 11%

•       Tenure: nearly two-thirds of staff (69) have 2+ years tenure, but 9 employees are under 1 year — an early-attrition watch zone

•       Manager span: Ryan Simmons oversees the largest reporting line (42 employees), more than triple the next-largest (Janelle Wiley, 26)

Headcount by Reporting Manager

Key Insights

•   27% attrition is high relative to a workforce this size roughly 1 in 4 employees left, which warrants root-cause investigation

•   Attrition has consistently outpaced transfers every year, meaning internal mobility isn't absorbing turnover

•    Sales and Legal, the two largest departments, are likely the biggest contributors to raw attrition volume simply by headcount share

•   The 18% management ratio against 35% trainees suggests a wide span of control and potential leadership bandwidth strain

•   Ryan Simmons' 42 person span is unusually large next to peers, which may itself be a retention risk factor

Strategic Recommendations

•     Conduct exit-interview analysis focused on Sales and Legal to identify department-specific drivers

•     Rebalance Ryan Simmons' reporting line consider promoting a senior professional into a management role to reduce span of control

•     Build a structured onboarding/mentorship program targeting the <1year cohort to reduce early attrition

•     Increase internal transfer visibility as a retention lever, since transfers are currently underused relative to attrition

•     Set a target attrition ceiling (e.g., 15–18%) and track monthly against it going forward

To download the Report CLICK HERE

To download the Raw file CLICK HERE

To download the Readme File CLICK HERE