Your HR data already holds the answers You just can't see them yet.

We map every data source that is relevant to your people analytics capability - HRIS, payroll, talent, and performance systems - and assess the quality and accessibility of the data in each.

• Most organisations have more HR data than they realise and less usable HR data than they need. The audit identifies what exists, where it lives, how clean it is, and what it would take to connect it. This prevents the analytics build from being delayed by data quality issues that were not anticipated.
• We assess data against three dimensions: completeness (are the fields populated?), accuracy (does the data reflect reality?), and accessibility (can it be extracted and connected to other sources?). Each dimension gets a score that determines the complexity of the DataHub integration.
• The audit produces a data readiness report that sets realistic expectations for what the analytics platform can deliver in the first phase, and what will require data remediation before it becomes available.

DataHub connects your data sources into a single structured layer. Clean, consistent data flows from your existing systems into the analytics platform without manual exports or spreadsheet maintenance.

• DataHub connects to your HRIS, payroll, talent, and performance systems through standard integrations. For systems without standard connectors, we build custom integrations. The goal is to eliminate the manual data preparation that currently consumes HR team time before every reporting cycle.
• Data is structured against a consistent taxonomy - job families, levels, locations, and tenure bands - that makes it comparable across business units and over time. Without this structure, dashboards show data but cannot answer the questions that matter.
• The integration is configured and tested before any dashboard is built. A dashboard built on poorly structured data produces confident-looking answers to the wrong questions. We validate the data layer before moving to the analytics build.

DataWiz dashboards are built against the specific questions your HR team and leadership need to answer. We start with the 15x4 matrix of strategic perspectives and configure the views that matter most for your context.

• We run a requirements session with HR and the relevant business leaders to identify the five to eight questions that the analytics platform needs to answer in the first phase. This prevents the build from becoming an attempt to answer every possible question and delivering nothing useful quickly.
• DataWiz ships with 60+ pre-built strategic perspectives across the 15x4 matrix. We configure the views that are most relevant to your context rather than building from scratch. This reduces the time to first dashboard from months to weeks.
• Dashboards are designed for the people who will use them daily - HR business partners, CHROs, and line managers - not for data analysts. The design prioritises clarity and actionability over comprehensiveness.

Your HR team is trained to use the dashboards, interpret the data, and present findings to business leaders. Analytics capability that lives only with the vendor is not sustainable.

• We run structured enablement sessions with the HR team covering how to navigate the dashboards, how to interpret the metrics, and how to identify the patterns that warrant further investigation. The goal is to build internal confidence, not dependency on Peopletree for every insight.
• HR business partners receive specific training on how to translate dashboard data into business conversations. The ability to say 'our attrition in the engineering function is 23% above the company average and the primary driver is development opportunity' is a different skill from knowing how to read a chart.
• We also train the HR team on the limitations of the data - what the dashboards can and cannot tell them, and where they need to supplement analytics with qualitative investigation. Overconfidence in data is as dangerous as underconfidence.

The analytics platform evolves as your questions evolve. TAILA adds predictive and prescriptive intelligence on top of the dashboards, surfacing patterns and generating recommendations that manual analysis would miss.

• In the first 90 days after go-live, we run monthly optimisation sessions to refine the dashboards based on how the HR team and business leaders are actually using them. The initial build is rarely the final build - usage patterns reveal which views are most valuable and which can be simplified.
• TAILA is activated once the data layer is stable and the HR team is comfortable with the descriptive dashboards. It adds predictive analytics - flight risk scoring, performance trajectory modelling, and capability gap forecasting - on top of the existing data.
• The quarterly business review cycle is built into the engagement. Every quarter, we review which questions the analytics platform is answering well, which new questions have emerged, and what changes to the data or dashboard configuration would improve the platform's value.