When leaders ask for numbers HR cannot produce fast enough
People Analytics and Metric Layer
A metric layer and a small set of decisions it serves, instead of another dashboard nobody opens.
The form is prefilled with People Analytics and Metric Layer. Answer within 24 hours, the intro call is free.
What is included
Full scope
- Metric layer built on the data foundation, versioned and documented
- Decision-first views for CHRO, business leaders and finance
- Attrition risk, internal mobility, workforce cost and capacity analysis
- Self-serve question answering with clear limits on what it may answer
- Monthly narrative: what changed, why, and what to do
- Enablement so the HR team can extend it themselves
- Delivery
- Project then continuous, from six weeks
- Agents involved
- Analytics agent, Narrative agent
- Channel
- Direct and Inside
How it runs
Three steps, no mystery
- 01
Decisions
We start from the decisions, not from the chart library.
- 02
Model
Metrics and models are built once and reused everywhere.
- 03
Use
Leaders get the answer in the flow they already work in.
People Analytics and Metric Layer
Project then continuous, from six weeks
Metrics that serve a decision
What you get
The impact, in plain terms
No percentages we cannot back. We show what is measured and against what.
Ad-hoc analysis requests per month
OutcomeHours returned to the analytics team
Attrition rate
OutcomeCost avoided per point of attrition reduced
Questions about People Analytics and Metric Layer
- Do you replace our BI tool?
- No. The metric layer feeds whatever tool you already use.
- What about sensitive data?
- Access follows role. Small groups are suppressed by default.
- How many metrics do we start with?
- Usually fewer than twenty. Depth beats breadth.
More services
Other ways to start
AI Transformation Blueprint
Four weeks from mapping to a costed roadmap: where AI pays off across the business, in what order, at what risk.
When the plan exists and nothing is live yetImplementation and Fast-to-Impact
We put the first two or three use cases into operation, with data, guardrails and adoption measured from day one.
When risk, works councils or the EU AI Act are the blockerReadiness and Risk Control
The governance layer that lets AI in HR go live: classification, controls, documentation and a review process people trust.
Give us half an hour and we take the most important part directly.
We prefill the request for you.
There is a smallest next step for almost every starting point.
We write the limits before the work starts, not after.