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The HR department of a mid-sized organization was facing challenges in monitoring workforce demographics, recruitment activity, and performance insights across multiple departments.
Data was scattered across spreadsheets, making it difficult for managers to understand hiring trends, attrition patterns, and salary distributions. Leadership needed a centralized, interactive dashboard to make data-driven HR decisions and identify workforce optimization opportunities.
As a Data Analyst, I was tasked with:
Designing a comprehensive HR analytics dashboard using Tableau.
Combining employee demographic, recruitment, and compensation data into one analytical view.
Enabling HR managers to easily explore insights on hiring, termination, gender balance, education, age, income, and performance.
Creating interactive filtering and drill-down capabilities for department-level analysis.
To achieve this, I:
Data Preparation
Collected and cleaned HR data in Excel (employee info, salaries, performance ratings, education level, department, and geography).
Standardized column formats and handled missing values.
Created calculated fields for employment status, tenure length, and average salary by department.
Dashboard Design
Built two interactive Tableau dashboards:
Overview Page: Showcased key metrics — total active employees, hired vs terminated counts, and departmental breakdowns.
Included gender ratio, education vs age, and performance insights through color-coded visualizations.
Detailed Employee Page: Provided a tabular breakdown of every employee’s demographics, location, salary, and tenure, allowing HR to filter and drill down.
Visualization Techniques
Used donut charts for gender distribution, bar charts for departmental headcount, heatmaps for education-age and education-performance intersections, and scatter plots for salary vs age analysis.
Integrated map visualization to display employee geographic distribution.
Added interactive buttons for Info, Export (PDF), and Follow (LinkedIn) to enhance dashboard usability.
Applied a dark theme with vibrant color accents for clarity and modern design.
Interactivity & Usability
Implemented click-to-filter actions to make visuals dynamically respond to user selections.
Added department filters and performance toggles to help HR managers explore data contextually.
Optimized dashboard layout for both desktop and online Tableau Public viewing.
The final Tableau HR Dashboard:
Provided real-time visibility into workforce demographics and departmental composition.
Reduced manual HR reporting time by over 60%, as managers could self-serve insights.
Enabled leadership to identify that Operations and Sales departments had the highest hiring volumes, while Finance and HR had the lowest.
Highlighted gender representation (54% male, 46% female) and age-salary relationships, helping HR develop targeted hiring and retention strategies.
Demonstrated my ability to combine data cleaning, visualization, and business storytelling skills to deliver actionable insights through Tableau.
Tableau Desktop & Tableau Public
Data Cleaning & Preparation (Excel / CSV)
Dashboard Design & Storytelling
Calculated Fields & Table Calculations
Interactive Filters and Actions
HR Data Analytics & Workforce Reporting
Total active employees: 7,984, with 8,950 hires and 966 terminations, indicating strong recruitment but also notable attrition.
Turnover rate (~10%) suggests a need to review retention policies, especially in departments with higher terminations.
Operations (2,429 employees) and Sales (1,634 employees) are the largest departments, jointly accounting for over 50% of the workforce.
→ Action: HR should prioritize engagement and training initiatives for these two divisions, as they represent the organization’s core workforce strength.
Gender distribution: 54% male, 46% female — fairly balanced, but slightly male-dominant.
→ Action: Continue supporting gender balance initiatives and explore leadership roles for female employees.
Age distribution: Majority of employees are between 30–40 years, with smaller representation under 25 and over 50.
→ Action: Introduce mentorship programs pairing experienced staff (40+) with younger employees to transfer institutional knowledge.
Education profile: Most employees hold Bachelor’s and Master’s degrees, indicating a highly educated workforce.
→ Action: Invest in continuous professional development (CPD) programs to retain and upskill talent.
Employees with Bachelor’s and Master’s degrees show the highest performance ratings (“Good” and “Excellent”), particularly among those aged 30–40.
→ Action: Prioritize professional training in this age group to maintain productivity levels.
Performance dips slightly among PhD holders, possibly due to role mismatch or overqualification.
→ Action: Reassess role assignments and growth pathways for advanced degree holders.
Average salary increases with education level — from $63K (High School) to $93K (PhD).
→ Action: HR can use this insight to benchmark compensation structures and ensure pay equity.
Males earn slightly higher on average than females across all education levels.
→ Action: Conduct a gender pay gap review and align compensation with performance-based metrics.
Operations, Sales, and Customer Service have the highest employee counts, suggesting strong frontline or client-facing functions.
Finance and HR have fewer staff but higher tenure averages (6–9 years), indicating experienced and stable teams.
→ Action: Leverage long-tenured employees for internal training and leadership roles.
Geographic data reveals clustering in New York, Michigan, and Illinois, showing strategic workforce concentration in major business hubs.
→ Action: Assess opportunities for regional hiring diversity to mitigate over-dependence on certain locations.
Salaries peak between ages 35–45, especially in managerial roles like Finance Manager, IT Manager, and Marketing Manager (earning $100K–$120K).
→ Action: Use these benchmarks for career path planning and to attract mid-level professionals with competitive pay scales.
Roles such as HR Assistant and SEO Specialist remain clustered in the $60K–$70K range, signaling potential for career growth programs.
→ Action: Introduce upskilling programs and internal promotions to improve satisfaction and retention in entry-level positions.
Many employees have 6–9 years of service, indicating relatively strong retention in long-term roles.
→ Action: Identify key factors contributing to their loyalty (e.g., culture, benefits) and replicate across departments with higher churn.
Recent hires (within 2–3 years) show high concentration in Sales and Operations.
→ Action: Implement early engagement programs to reduce turnover during the first three years of employment.
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Every project starts with a chat, Emmanuel is keen to conversation and open to discussing your project. he will pull in the right expertise when needed