HR Analytics Consulting: turn workforce metrics into better decisions

Reporting mainly describes what happened. HR Analytics connects workforce data with context, benchmarks and business questions to explore why developments occur and which decision should follow. Harbinger builds a repeatable KPI system that supports this process.

Consulting establishes the decisions to improve, the relevant workforce metrics and their relationships. Harbinger is not tied to a single software product and can integrate the framework with existing HRIS, BI and dashboard environments.

A company-specific management system connecting questions, KPI definitions, data sources, benchmarking, relationship analysis, reporting and actions. It turns distributed HR data into a reliable basis for decisions by HR and executive management.

Depending on the business, we examine headcount, FTE, labour costs, demographics, turnover, early turnover, absence, recruiting, vacancies, quality-of-hire, engagement, spans of control, internal mobility, skills, development and productivity. Relevance to your management question determines the selection.

There is no universal number. The framework can examine more than 70 metrics, while the executive dashboard concentrates on those that reveal a decision need, a risk trend or economic impact.

We use external benchmarks only where factors such as industry, workforce structure, function or business model are sufficiently comparable. Internal comparisons between areas, locations and periods can be especially valuable. Benchmarks provide context; interpretation supports the decision.

Yes. Information is often distributed across spreadsheets, HRIS, payroll, time tracking, ATS or surveys. We map sources, harmonise definitions and create a reliable master dataset. New software is not required to start.

Typical sources include HR master data, payroll and labour costs, recruiting and applicant data, time tracking and absence, performance and engagement data, and relevant Finance or Operations metrics. The management question determines which sources are needed.

A data-quality audit becomes part of the project. We document gaps, differing definitions and plausibility issues, then prioritise what the initial decision requires. Data can support a focused start when its limitations are transparent.

We clarify the target state and management questions, assess data and KPI definitions, analyse patterns, correlations and benchmarks, then develop the framework, executive dashboard and action roadmap. Technical implementation, governance and regular reviews can be added.

A focused use case can often produce initial findings within a few weeks. A complete KPI system depends on available data, the number of entities or locations, dashboard integration and governance. We agree a suitable scope in the initial conversation.

We consider purpose, data minimisation, aggregation or pseudonymisation, access rights and relevant stakeholders from the beginning. Data protection and employee representation are built into the project approach.

Yes. The framework is an analytical and management approach, not a requirement to buy proprietary software. We can work with existing data and BI systems. Where technical development is useful, we support selection or implementation with your IT team and suitable partners.

CHROs, HR Directors, Heads of HR, workforce analytics teams and executive management in medium-sized and large companies with several data sources, locations or business areas, where reporting exists but is not yet consistently used for decisions.

Scope determines the investment. A focused audit or pilot is smaller than a company-wide framework with dashboards, benchmarking and implementation support. We discuss your situation in a no-obligation discovery call and prepare a tailored proposal.