👥 End-to-End Human Resources (HR) Analytics & Workforce Planning Dashboard 

1. Executive Summary

This project aims to provide an interactive Human Resources Analytics Dashboard for HR management and executive leadership to map, analyze, and optimize workforce distribution, employee retention, demographic equity, and compensation structures. By processing raw employee data encompassing demographic, geographic, financial, and performance attributes, this dashboard delivers macro-level executive insights (Overview) alongside granular, employee-level operational data (Details).

Key analysis findings reveal an active headcount of 7,984 employees (out of 8,950 total hires and 966 terminations), gender pay disparities across several education tiers, high operational headcount concentration in Operations and Sales departments, and strategic opportunities for targeted retention programs and salary standardization. From the analysis conducted, I recommend role-based pay equity adjustments, targeted retention initiatives in high-risk departments (Operations & Sales), succession planning optimization for senior talent, and workforce allocation reviews across branch locations.

2. Business Problem & Objectives

• Background: The HR Manager requires a centralized visualization tool to monitor headcount dynamics, identify turnover risks, evaluate compensation equity across demographic groups, and inspect individual employee profiles for strategic workforce planning and talent management.

• Key Analytical Questions:

  • Workforce Dynamics & Demographics: What is the ratio of active versus terminated employees? How is the workforce distributed across departments, geographic locations (HQ vs. Branch), gender, age groups, and education levels?

  • Compensation & Performance Equity: Is salary distribution equitable across genders and education levels? How does compensation scale with age and specific job roles?

  • Employee-Level Operations: How can the HR team filter and examine individual employee tenure (Length of Employment), current status, location, and compensation for performance reviews or succession planning?

3. Data Architecture, Preparation & Tech Stack

• Tools: Tableau Desktop, MS Excel (Data Inspection).

• Dataset Structure:

  • A single unified raw dataset (dataset worksheet) in semicolon-separated values (;) format.

  • Attributes: Employee_ID, First Name, Last Name, Gender, State, City, Education Level, Birthdate, Hiredate, Termdate, Department, Job Title, Salary, and Performance Rating.

• Data Pipeline & Preparation:

  • Text-to-Columns Parsing: Resolved semicolon-separated formatting during data ingestion in Tableau to parse records into structured dimensions and measures.

  • Data Quality & Data Type Conversions: Standardized date formats (Birthdate, Hiredate, Termdate) and assigned geographic roles (State, City) for spatial mapping.

• Advanced Calculations & Tableau Features:

  • Active Headcount Logic: Computed active headcount based on Termdate status (IF ISNULL([Termdate]) THEN "Active" ELSE "Terminated" END).

  • Age & Tenure Calculations: Calculated dynamic age and employee tenure metrics automatically using DATEDIFF formulas.

  • Dual-View Dashboard Architecture: Built two seamlessly connected views:

    • View 1: Overview Dashboard (Macro metrics, distributions, scatter plots, and spatial maps).

    • View 2: Details Dashboard (Granular employee list with dynamic search sliders and bar/circle visual formatting).

  • Collapsible Filter Container & Custom Toggle: Integrated a custom toggle switch for quick filtering (Gender, Status, HQ, Hiredate) and a collapsible filter panel (drawer) for multi-attribute selection (Role, Geographic, Salary Range, Length of Employment).

4. Key Insights & Dashboard Metrics 

📊 View 1: HR Dashboard | Overview

• Macro Workforce KPIs:

  • Active Employees: 7,984

  • Total Hired: 8,950 | Total Terminated: 966 (Historical turnover rate of ~10.8%).

• Departmental Distribution:

  • Operations represents the largest department (2,429 active / 289 terminated), followed by Sales (1,634 active / 201 terminated) and Customer Service (1,489 active / 184 terminated).

  • The smallest departments by headcount are Marketing (648), Finance (389), and HR (152).

• Geographic & Location Breakdown:

  • 70% of employees are concentrated at Headquarters (HQ), while 30% operate across Branch locations spread across Michigan, Illinois, Ohio, Pennsylvania, Virginia, West Virginia, and North Carolina.

• Demographics & Education vs. Performance:

  • Gender Balance: Total workforce comprises 54% Male and 46% Female.

  • Education Level: Bachelor's degree holders dominate across all age groups, with the largest concentration (18%) falling in the 35–44 age bracket.

  • Performance Rating: Employees with Bachelor's and Master's degrees dominate the "Good" performance category (50%). The "Excellent" category is dominated by employees with PhD backgrounds, whereas employees with High School backgrounds dominate the "Needs Improvement" category.

• Compensation Analysis (Income & Age vs. Salary):

  • Gender Pay Disparity: Across education tiers, female average compensation is recorded higher than male compensation in certain advanced brackets:

    • Bachelor: $66K (Female) vs. $74K (Male)

    • Master: $80K (Male) vs. $86K (Female)

    • PhD: $80K (Male) vs. $93K (Female)

  • Role Hierarchy: Top compensation is led by Finance Managers ($125K), IT Managers ($113K), and Sales Managers ($103K), whereas entry-level roles such as HR Assistants hover around ~$60K.

📋 View 2: HR Dashboard | Details (Employee List)

• Granular Profile Lookup: Displays individual employee records containing ID, Demographics (Name, Gender, Age, Education), Role (Title, Department), Geographic (City, State), Salary, Status (Hire Date), and a visual bar chart metric for Length of Employment (Tenure).

• Multi-Parametric Filtering: Enables the HR Manager to isolate employee cohorts using salary range sliders ($51,835 – $149,377), length of hire sliders (0 – 11 years), education level, job role, or location filters.

5. Strategic Business Recommendations

1. Role-Based Pay Equity Adjustments & Qualification Band Standardization:

   • Conduct periodic compensation reviews, particularly across Bachelor, Master, and PhD tiers where average salary gaps ranging from $8K – $13K exist. HR should establish standardized salary bands grounded in tenure and job scope rather than initial recruitment negotiation history.

2. Targeted Retention Programs in High-Risk Departments (Operations & Sales):

   • Operations and Sales account for the highest termination volumes (289 and 201 employees, respectively). HR must execute deeper exit interviews and tailored pulse surveys to identify and address primary turnover drivers in these operational lines.

3. Succession Planning Optimization for Senior Talent:

   • Leverage filters on the Details Dashboard to isolate senior talent with 8+ years of tenure. Implementing leadership development and succession planning programs helps preserve institutional knowledge while preparing mid-level staff to step into future managerial roles.

4. Workforce Allocation & Recruitment Strategy Review for Branch Locations:

   • With 70% of headcount concentrated at HQ, HR should evaluate whether regional branch office staffing levels are sufficient to support regional business growth, particularly in expanding markets such as Michigan.