The challenge
Each department reported in its own format, on its own schedule, with its own definitions. Board meetings began with twenty minutes of reconciling whose numbers were right before anyone could discuss the actual business. HR metrics in particular — headcount, attrition, hiring — lived in spreadsheets that were always slightly out of date.
The approach
- Agreed shared definitions for the core people and performance metrics across every team.
- Joined the sources — HR system, finance, sales and operations — into one model.
- Designed two layers: a single executive summary page, with each function's detail one click beneath it.
- Set governance so everyone trusted one official source instead of competing files.
What I built
An executive dashboard that opens with the company's top-line health — revenue, margin, headcount and attrition together — and lets leaders drill into HR, sales, finance and operations from the same screen. HR analytics covers headcount trends, attrition and hiring pipeline in one place.
Board meetings stopped opening with an argument about numbers. Six teams aligned on one definition of the truth, and leadership got a single executive view instead of six disconnected reports.
The outcome
The monthly reporting pack assembles itself, every function reads from the same model, and conversations finally start from what the numbers mean rather than which numbers to believe.