HR, People Analytics & Workforce Planning

Instructor: Alaa Hady · Language: English or Arabic · Suggested duration: 1–2 days · Level: Intermediate (Level 200)

Objectives

• Model HRIS data (Workday, SAP SuccessFactors, BambooHR) using temporal Snapshot and Effective-Dated employee tables.
• Calculate standardized People KPIs: Active Headcount, FTE, Voluntary vs. Involuntary Turnover (Attrition %), Regrettable Loss, Time-to-Fill, and Absenteeism.
• Navigate organizational hierarchies (PATH functions), pay equity analysis, and strict HR data privacy/anonymization rules.
• Build executive Workforce Planning and Talent Acquisition dashboards.

Outline and contents

1. People Analytics data modeling: combining Employee Effective-Dated History tables, Monthly Headcount Snapshots, Recruitment Requisitions, and Termination events
2. Navigating Ragged Organizational Hierarchies in DAX (PATH, PATHITEM, LOOKUPVALUE) for span-of-control and manager rollups
3. Mastering Headcount & Attrition DAX formulas: Starting Headcount, Ending Headcount, Average Headcount, Annualized Voluntary Turnover %, First-Year New Hire Attrition, and Internal Mobility rate
4. Talent Acquisition & Recruitment Funnel: Open Requisitions, Time-to-Fill, Time-to-Hire, Offer Acceptance Rate, and Quality of Hire
5. Compensation, Pay Equity & Performance: Compa-Ratio, salary band penetration, promotion velocity, and 9-Box Talent Grid visualization
6. Capacity, Absenteeism (Bradford Factor), Overtime burn-out indicators, and Strategic Workforce Planning projections
7. Strict HR Security & Privacy Governance: implementing minimum group-size suppression (hiding metrics when n < 5 to prevent individual identification), Dynamic Manager RLS, and Object-Level Security (OLS) on salary columns
8. Hands-on Lab: Building a CHRO Workforce Attrition, Talent Funnel & Privacy-Safe People Analytics Dashboard

Target audience

HR analysts, People Analytics teams, HR business partners (HRBPs), talent acquisition leads, compensation specialists, and BI developers supporting HR.

Expected outcomes

Participants can accurately model temporal employee movements, calculate trusted attrition and hiring metrics, enforce strict privacy suppression thresholds, and empower data-driven workforce planning.