HumanResourcely.
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I.
LATE 2027Strategic HR

People Analytics software

Workforce reporting that an executive will actually read.

HR analytics covering headcount, attrition, compensation distribution, engagement, and the workforce questions executives actually ask. Built for an audience of decision-makers, not dashboard maximalists.

What's on this page

  1. The opinion behind it — what this module does and why it's built this particular way.
  2. Key capabilities — a tactile list of the actual features in the module.
  3. Who it's for — company stage, team size, and the kind of HR operator this fits.
  4. Connected modules — how this fits in the wider system.
  5. Frequently asked questions — the things prospects most often ask before deciding.
II.
II.The opinion behind it

What this module actually does.

Most HR analytics products optimize for dashboard density: dozens of charts, hundreds of metrics, a "self-serve" promise that few non-HR people accept. The result is an HR dashboard that the CHRO reviews and the CEO ignores.

Our people analytics module starts from the questions an executive actually asks: What's our attrition? Is it accelerating? Where? Is our compensation competitive? What does the workforce of next year look like? It answers those questions in language and visuals that don't need an analyst translator.

The module pulls from the core HR data (employee records, performance ratings, compensation history, exit data) and overlays external benchmarks (industry compensation data, attrition baselines) so the numbers have context. "Attrition is 14%" means nothing alone; "attrition is 14% — versus a 9% industry benchmark, concentrated in the engineering organisation, up from 11% last quarter" is the actual insight.

III.
III.Key capabilities

What you can actually do with it.

  • 01Headcount reporting by department, level, location, and tenure cohort
  • 02Attrition analysis with regrettable / non-regrettable split and root-cause tagging
  • 03Compensation distribution with internal equity and external benchmark overlays
  • 04Performance rating distribution with manager-level calibration checks
  • 05Diversity reporting (EEO-1 ready in US, gender-pay-gap ready in UK/AU)
  • 06Workforce planning model — what does headcount look like at 25%, 50%, 100% revenue growth?
  • 07Engagement survey integration with year-over-year tracking
  • 08Cohort analysis — retention by hire-month, by source, by manager
  • 09Executive-ready exports: board-deck quality, no dashboard tour required
  • 10Custom alerts on drift — attrition spike, compensation outliers, engagement decline
IV.
IV.Who this is for

The right fit, honestly.

CHROs and HR business partners who present to executive teams and boards. People-operations leads who own workforce planning. Companies past 100 employees where eyeballing the spreadsheet stops being enough.

VI.
VI.Connects with

Where this fits in the wider system.

VII.
VII.Frequently asked

What you might be wondering.

Do you integrate with our existing HRIS (Workday, BambooHR, Rippling)?

Yes for late-2027 release. The analytics module reads from your existing system of record via API — you don't need to switch HRIS to use it.

How recent is the compensation benchmark data?

Compensation benchmarks refresh quarterly. We license from a major industry source; the data covers US, UK, and AU markets at launch.

Is this GDPR / CCPA compliant?

Yes. Individual-level data is access-controlled per role; aggregate analytics use threshold-based suppression (no metric is shown if it would identify fewer than 5 individuals).

VIII.
VIII.Two ways to start

Read another module, or open the library.

The other modules cover adjacent parts of the people function. The library has the documents available today.