Compensation Analytics

• There is a sprawl of people data across applications engaged in managing the employee experience, degrading data cohesion and making it difficult to weave together data insights
• Every HR and CompTech vendor will talk about their advanced analytics capabilities and use of machine learning, creating a focus on black-box models and degrading the value of using readily-available data to inform good decisions
• Midsize organizations, in particular, often feel pressure to engage in predictive analytics and big data approaches when their people data doesn't have sufficient scale to support it
• Many Comp teams struggle to stay focused on key measures rather than comments and anecdotes, which can introduce bias into your People strategy
• Not all People teams have the data fluency and analytical skills to support business decisions with people data. While these skills are improving, it is a journey that can be difficult (and expensive) to start.

Ongoing Insight and Delivery

• Insights Curation and Review: We identify how your key people issues link to your people data, and provide ongoing insights into trends within that data.
• Ad-Hoc Office Hours: Two brains make for better solutions. You've got a question or idea about your data... and we'll help you refine it to make a bigger impact.

Analytics Advisory

• Function Build-Out: We help you build your in-house analytics team, from prioritizing capabilities to technology selection to supporting your hiring processes.
• Model Development: Our resources can supplement your thinking and provide you additional data to inform your in-flight analytics efforts.