Workforce Analytics & Retention Intelligence Platform

HR and operations leaders were losing staff faster than they could hire, but they had no unified view of attrition risk. Data lived across the HRIS, ATS, payroll, and engagement surveys, each with different definitions and lagging reports. Leadership couldn't isolate why turnover spiked in specific departments or quantify the labor cost impact of backfills and overtime.

• Consolidated HRIS, ATS, payroll, scheduling, and engagement survey data into a governed workforce data model with standardized employee lifecycle definitions
• Built department-level retention dashboards tracking tenure curves, voluntary vs. involuntary exits, absenteeism, and overtime dependency
• Developed an attrition risk score combining manager span, schedule volatility, compensation band drift, and engagement trend signals
• Implemented weekly executive reporting and automated alerts when attrition and vacancy thresholds exceeded workforce plan targets