People Analytics as a Service / Peopletree Group
A structured approach to building people analytics capability. 60+ strategic perspectives powered by DataWiz and delivered in 6-8 weeks.
- 4-6 dashboards live in 6-8 weeks - Phase 1 complete using data from your existing HRIS.
- HR BPs trained and SHRM-certified - Able to facilitate data-driven conversations with line managers.
- 15-domain roadmap activated progressively - Each domain adds strategic perspectives as data matures.
- Full ownership of analytical assets - The Tableau workbooks and data models belong to your organisation.
- Descriptive analytics only - Your HRIS tells you what happened. It does not tell you why it happened, what will happen next, or what to do about it.
- No embedded HR intelligence - BI teams know the technology but not the HR models behind it. The result is dashboards that look good but mean nothing.
- HR BPs who don't act on data - Analytics without action has no impact. HR Business Partners need the skills to read the data and act on it with line managers.
People Analytics as a Service: turn talent data into strategic insight. 15 domains, 4 analytics levels, live in 6-8 weeks.
Solution · Powered by DataWiz
Your HR data already holds the answers
You just can't see them yet.
A structured, sequenced approach to building a people analytics capability. 15 domains. 4 analytics levels. Live in 6-8 weeks.
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Platform
People Analytics
The problem
HR analytics without intelligence creates no value
Most organisations have data. Few have the intelligence to turn it into decisions.
Design by priority. Deploy by data availability.
No need to wait until all your data is perfect. Deployment is sequenced to deliver the quickest win first.
Data audit and source mapping
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 integration and data structuring
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.
Dashboard design and 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.
HR team enablement
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.
Ongoing optimisation and TAILA activation
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.
HOW IT IS DELIVERED
The platform components behind your analytics capability
Three integrated components work together to connect your data, surface insights, and add intelligence.
Connects your HRIS, talent, and payroll data into a single layer. Feeds clean, structured data into every DataWiz dashboard.
Analytics dashboards
The Tableau-powered dashboards your HR team and leadership will use daily. 60+ pre-built strategic perspectives across the 15x4 matrix.
Adds predictive and prescriptive intelligence on top of your dashboards. Surfaces patterns and generates recommendations that manual analysis would miss.
Outcomes
Value demonstrated in weeks, not months
We start with what you have, deliver value quickly, and build from there.
Who is this for?
CHROs and HR leaders who want to build a people analytics capability efficiently, without waiting for perfect data.
See which questions this practice answers
Build your people analytics capability
Start with a 30-minute conversation. We'll map your business priorities to the roadmap and show you which 4-6 dashboards you can have live within 6-8 weeks.
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Common questions
Frequently asked questions
We already have a BI team. Why do we need DataWiz?
Your BI team knows the technology but typically not the HR models, frameworks, and theories behind meaningful people analytics. DataWiz comes pre-built with that intelligence, saving hundreds of hours of HR expert time.
What if we don't have clean data?
Most organisations don't, and that's not a reason to wait. Deployment starts with the domains where your data is most reliable, delivers early value, and uses that momentum to improve data quality in other areas.
How many domains should we start with?
Typically 2 to 3 domains in Phase 1, covering 4 to 6 dashboards. Enough to demonstrate value to the business, train your HR Business Partners on real data, and build the internal credibility needed to expand.
Does the roadmap require TalentPrint data?
No. The first phase works entirely with data from your existing HRIS. TalentPrint assessment data enriches the prescriptive analytics layer and unlocks deeper capability in domains like Succession, High Potentials, and Assessment Analytics, but it is an enhancement rather than a prerequisite.
Who owns the dashboards once they're built?
You do. The Tableau workbooks and data models are yours. DataHub operates on a secure, dedicated SaaS tenant on Microsoft Azure, but the analytical assets belong to your organisation.