Proven Results
Every engagement is measured. Every outcome is documented. These are three examples of what people analytics leadership delivers when it is embedded, accountable, and tied to business results.
Key Talent Attrition Reduced | Post-acquisition retention turnaround
Annual Hard Savings | Enterprise predictive modeling
User Adoption In 60 Days | Reporting consolidation
Case Studies
Industry: Media · Engagement: Retention and workforce measurement
The Problem
A major organizational acquisition created immediate workforce instability. Projected key talent attrition was tracking at 25%, a level that would compromise both operational continuity and the strategic value the acquisition was meant to deliver.
The Action
Designed and deployed a workforce measurement framework calibrated to acquisition-related attrition risk. Identified the highest-risk talent segments and translated findings into targeted actions leaders could take immediately. Established consistent communication strategies tied directly to the measurement findings.
The Result
Projected key talent attrition dropped from 25% to 15% during the integration period — a 40% reduction. The organization retained critical talent through its most vulnerable window, protecting both operating continuity and the long-term value of the acquisition.
Industry: Health Services · Enterprise, ~400,000 employees
The Problem
A large enterprise was absorbing significant, avoidable costs from workforce turnover — but lacked the analytical infrastructure to anticipate where attrition would occur before it happened. Workforce decisions were reactive.
The Action
Built and operationalized predictive turnover models that identified at-risk employees and segments before departures occurred. Models were embedded directly into leadership decision routines, not left as analytical outputs.
The Result
The program generated more than $1 million in annual hard cost savings (multiples more in soft savings) by shifting workforce decisions from reactive to proactive. Savings were from hard recruiting and job advertising costs. Sustainable because the models were embedded in operating routines, not treated as a one-time project.
Industry: Healthcare · Achievement: 99.99% data accuracy
The Problem
HR reporting was fragmented across multiple platforms, producing inconsistent metrics, low data confidence, and poor adoption. Decision-makers had learned to double-check reports they were receiving.
The Action
Migrated all HR reporting to a single platform with unified pipelines and standardized metric definitions. Rebuilt the user experience from the ground up, prioritizing how leaders consumed and acted on information, not just how analysts produced it.
The Result
Within 60 days: data accuracy reached 99.99% and user adoption doubled. Leaders who had disengaged from workforce reporting returned because it was now consolidated, consistent, and designed for how they worked.