People Analytics

Designed by and for HR professionals, HRBench is an ideal solution for organizations of any size, in any industry, looking to create a data driven HR practice from scratch or take their existing practice to the next level. HRBench offers a solution simple enough for a team of one but powerful enough for a team of workforce analysts.

HRBench auto-calculates 45+ core HR metrics across six categories: headcount, diversity, retention, recruiting, employee movement, and organizational costs. Metrics include turnover rate, span of control, retention rate, revenue per employee, and more. All metrics begin calculating the moment your data is connected, with no manual formulas or configuration required.

It depends on your needs. Visier excels as an enterprise-grade analytics platform for large organizations with dedicated analytics teams. HRBench is built for mid-market HR teams at PE-backed and growth-stage companies who need trusted analytics without hiring a people analytics specialist.

You can add any of HRBench's 45+ core metrics to your dashboards, including turnover, span of control, net hire ratio, retention rate, and revenue per employee. You can also add engagement scores and survey comments, open requisitions and role gaps, predictive forecasts and trends, and benchmark comparisons against peer organizations. If it's in HRBench, it can go on a dashboard.

HRBench forecasts 25+ workforce metrics including turnover, departures, new hire retention at 30, 60, 90, and 120 day intervals, net hire ratio, headcount growth, span of control, fixed cost, average pay, retention rate, and stability index. You can sort predictions by positive, negative, or neutral impact to prioritize what needs attention.

25+ of HRBench's auto-calculated metrics includes benchmark data by default. This covers turnover rate, span of control, revenue per employee, retention rate, headcount growth, time to fill, and more. There are no add-on modules or separate purchases required to access benchmarks.

HRBench org charts update automatically from your connected HRIS. Hierarchy, manager span, and reporting lines all sync continuously from your source systems. There are no manual updates, no PowerPoint slides, and no static exports that go stale. You always have a live, accurate view of your organization.

HRBench supports eNPS surveys, pulse surveys, full engagement surveys, and exit interviews. You can use pre-built templates from a growing library or build fully custom surveys with your own language, structure, timing, and frequency. All survey types are included for every HRBench customer.

The moment your HRIS, ATS, survey tools, or any other HR system connects to HRBench, a full-system health check runs automatically. It flags missing fields, misaligned departments, inconsistent job titles, invalid date formats, duplicates, and more. You get immediate visibility into exactly what needs fixing from day one.

Yes. HRBench is SOC 2 Type II certified, which means our infrastructure and internal practices have been independently audited and verified against strict standards for security, availability, and confidentiality. Compliance is validated annually by third-party audits and continuously monitored.

No. HRBench is an analytics layer that sits on top of UKG Pro. Your payroll, benefits, onboarding, and HR operations stay in UKG Pro. HRBench connects to your UKG data through a secure API and adds reporting, benchmarking, and predictive analytics capabilities that UKG Pro's native tools make difficult to access.

No. HRBench is an analytics layer that sits on top of Workday. Your payroll, benefits, talent management, and HR operations stay in Workday. HRBench connects to your Workday data through a secure API and adds reporting, benchmarking, and predictive analytics capabilities that Workday's native tools make difficult to access without significant technical investment.

It depends on your needs. One Model excels as a flexible, customizable analytics platform for large enterprises with dedicated people analytics or data teams. If your organization needs deep data modeling, transparent AI, and the ability to configure every aspect of your analytics environment, One Model is a strong choice. HRBench is built for mid-market HR teams at PE-backed and growth-stage companies who need trusted analytics without hiring a people analytics specialist. If your priority is fast time to value, included benchmarks and surveys, and a platform your HR team can use on day one, HRBench is the better fit.

No. HRBench is a purpose-built HR analytics platform that complements your existing BI stack. If your organization uses Power BI for sales, finance, or marketing analytics, that doesn't change. HRBench adds a dedicated HR analytics layer with pre-calculated workforce metrics, benchmarks, predictive analytics, and engagement surveys. Capabilities that Power BI doesn't offer out of the box for HR.

No. HRBench is a purpose-built HR analytics platform that complements your existing BI stack. It adds dedicated HR analytics with pre-calculated workforce metrics, benchmarks, predictive analytics, and engagement surveys.

Not entirely. Excel is still useful for quick ad-hoc data exploration. What HRBench replaces is the recurring spreadsheet cycle: monthly HRIS exports, manual formula rebuilding, static charts, version control chaos, and the 10 to 20+ hours per week your team spends on manual reporting.

The cost to replace an employee ranges from 30-50% of annual salary for entry-level hourly roles to 150-200% for senior professionals, according to SHRM research. The average across all roles is approximately 50-75% of annual salary when all direct and indirect costs are included. A common misconception is that recruiting fees represent most of the cost. In practice, indirect costs including lost productivity during the vacancy and reduced output during ramp-up represent 60-70% of the total. A $70,000 employee may cost $40,000-$100,000 to replace depending on seniority and how hard the role is to fill.

The national median turnover rate is 21.5%, according to HRBench 2025 benchmark data. What counts as "good" depends heavily on your industry. Frontline-heavy sectors like logistics, hospitality, and healthcare typically run 25-35%. Professional services and technology organizations often stay below 15%. A more useful question: is your rate improving? Organizations with turnover above 29.4% in traditionally lower-turnover industries should treat the gap as a priority indicator, not background noise.

A score above +8 puts you above the median for U.S. mid-market employers, based on 2025 HRBench benchmark data. Scores above +18 land in the top quartile. "Good" is also relative to your industry: a healthcare services company scoring +10 is outperforming its sector average, while a professional services firm at +10 may be below its peer group. Track your score over time. Consistent improvement matters more than any single absolute number.

For US organizations, Gallup's research places best-in-class engagement above 70%. The national median falls between 32% and 36%. Frontline-heavy industries like manufacturing, logistics, and healthcare services typically run 5 to 10 points below those benchmarks. A good score is relative to your sector and your own trend over time. Moving from 42% to 55% in 12 months is a stronger business signal than holding steady at 65% with no forward movement.

HRBench allows users to calculate any of their Headcount, Diversity, Retention, or Recruiting metrics. Curious about your turnover rates (involuntary vs. voluntary), span of control, diversity by department or level, or your time to hire/cost per hire? HRBench allows you to drill into any of these and much more.

Yes. Every metric in HRBench is fully drillable. You can click into any metric tile to explore historical trends, department-level breakdowns, and benchmark comparisons. You can also filter by role, gender, employment type, team, location, or tenure band to tell a more detailed story with your data.

Yes. HRBench integrates with 90+ HRIS and ATS platforms through pre-built APIs, including Workday, UKG, BambooHR, ADP, Paylocity, and more. Data syncs automatically on a daily basis.

Yes. HRBench dashboards pull live data from your connected HRIS, ATS, and engagement survey systems. There are no downloads or manual refreshes required. When you open a dashboard, it always reflects the latest numbers from all connected sources.

HRBench generates forecasts 3 months and 6 months into the future for all 25+ predictive metrics. Each forecast includes interactive visualizations showing projected trends alongside actual performance with confidence bands and historical context.

HRBench lets you segment benchmark data by industry, employee size, company revenue or asset size, region, and employee group. Employee group segments include ethnicity, gender, tenure, and generation. This gives you contextual comparisons that fit your specific organization rather than generic industry averages.

Yes. You can layer any HRBench metric directly onto the org chart, including turnover, span of control, new hire retention, and more. This lets you see how performance varies by team, identify hotspots or strengths, and get context without switching tabs or building a separate dashboard.

Yes. HRBench lets you layer employee survey results onto dashboards alongside quantitative HR metrics like turnover, span of control, retention, and internal mobility. Open-ended comments and sentiment scores appear in the same view as your workforce data so you can tell the full story without switching between tools.

Yes. You can resolve common data issues like missing fields, inconsistent formatting, and duplicate records right inside HRBench with guided suggestions and editable fields. There are no spreadsheet exports, no third-party tools, and no back-and-forth with IT required to get your data clean.

All data within HRBench is encrypted in transit using TLS 1.2+ and at rest using AES-256 encryption standards. Data is hosted on secure, enterprise-grade cloud infrastructure and is never shared with third parties.

Yes. HRBench integrates directly with UKG Pro through pre-built APIs. Data syncs automatically on a daily basis. No IT project, no middleware, and no manual data exports needed. Your UKG data flows into HRBench dashboards automatically.

Yes. HRBench integrates directly with Workday through pre-built APIs. Data syncs automatically on a daily basis. No IT project, no middleware, and no manual data exports needed. Your Workday data flows into HRBench dashboards automatically.

Yes. HRBench integrates with 90+ HRIS and ATS platforms through pre-built APIs, including Workday, UKG, BambooHR, ADP, Paylocity, and more. Data syncs automatically on a daily basis. One Model also offers broad integration capabilities with systems like Workday, SAP SuccessFactors, Greenhouse, and Oracle. One Model's strength is combining HR data with non-HR sources for advanced cross-functional analysis, though this typically requires data modeling expertise.

You can. Many organizations do. But building comprehensive HR analytics in Power BI requires DAX expertise to define every metric, data modeling to structure your HR data, custom development to connect HRIS systems (there are no native connectors), and months of development time. Power BI also has no workforce benchmarks, no engagement surveys, and no pre-built predictive models for HR. HRBench delivers all of this out of the box in under a week.

You can, but building comprehensive HR analytics in Tableau requires calculated field expertise, LOD expressions, data modeling, custom HRIS integration development, and months to years of development time. One customer spent 3 years. HRBench delivers all of this out of the box in under a week.

Excel-based HR analytics has fundamental limitations: no HRIS integrations, no workforce benchmarks, no predictive analytics, no standardized metric definitions, no data security controls, and no real-time dashboards. According to Deloitte, 91% of organizations use spreadsheets for workforce data, but only 22% say they're effective at getting value from people analytics.

The full cost of employee turnover covers four categories: recruiting costs (job postings, agency fees, recruiter and manager time), lost productivity costs (the output gap while the role sits vacant), ramp-up costs (the reduced output from the new hire during their first 60-120 days), and training costs (formal onboarding and role-specific development). Many organizations also include separation processing and exit interview time. The largest category is usually lost productivity, not recruiting, though recruiting is the most visible line item. Organizations that track only hiring costs systematically undercount the true financial impact of voluntary attrition.

Turnover rate counts departures as a percentage of average headcount. Retention rate counts the employees who remained from the start of a period to the end. They measure the same workforce behavior from opposite directions, but they are not interchangeable. A company can have a 20% turnover rate and an 82% retention rate in the same year if average headcount shifted. For board reporting and investor communication, retention rate is better for demonstrating workforce stability. Turnover rate is better for diagnosing where exits are concentrated.

Quarterly is the most common cadence for organizations that want actionable data without survey fatigue. Annual surveys give you a single point in time with no ability to see what changed or when. Monthly surveys risk response rate decline and data noise. Quarterly cadence builds a meaningful trend line while keeping the ask minimal: one question, four times a year.

Gallup estimates that disengaged employees cost an organization approximately 34% of their annual salary in lost productivity. For a workforce averaging $60,000 per year, that is roughly $20,400 per disengaged employee, before accounting for turnover or absenteeism. In a 500-person organization where half the workforce is passively disengaged, the annual productivity drain can exceed $5 million. Turnover replacement costs, estimated at 50% to 200% of annual salary depending on role complexity, compound that figure further.

HRBench is the only platform that provides a holistic view of all your data, alongside external benchmarks to see how you compare with others in your industry, size, and location.

Every metric in HRBench includes benchmark data so you can compare your workforce performance against similar organizations. Benchmarks are normalized by industry, company size, and region. HRBench handles the normalization automatically so you can answer the question executives always ask: how do we compare?

Visier uses per-employee pricing plus implementation fees, with separate SKUs for advanced capabilities. HRBench offers transparent mid-market pricing with engagement surveys, benchmarks, predictive analytics, and org charts included for every customer.

Yes. HRBench lets you build audience-specific dashboards tailored to what each stakeholder needs to see. You can create separate views for executives who want trends and forecasts, managers who need team-level metrics, HRBPs tracking engagement and turnover, and finance partners focused on cost and headcount.

No. HRBench generates forecasts automatically from your historical data once your HR tech stack is integrated. There is no model to configure, no manual inputs to provide, and no data science expertise required. Forecasts are ready to use as soon as your data is connected.

Benchmarks are embedded directly within each metric view in HRBench. You see them inline alongside your own performance data in every metric overview and drill-down view. There is also a Benchmark Overview tab that shows all 45+ metrics with their benchmark values in a single comparison view. Benchmarks update automatically when you apply filters.

Yes. You can toggle open requisitions to instantly see where roles are unfilled. This helps you understand whether a team is understaffed, identify backfill needs, and plan future hiring more strategically with a visual, data-informed view.

Yes. HRBench provides dedicated manager dashboards so people managers can review results specific to their teams. Each dashboard includes sentiment scores, trends, and filtered HR metrics, enabling better conversations without needing a data team to pull reports.

Yes. Every metric in HRBench includes its own health check panel. You can see which specific data issues are affecting that calculation, such as missing manager IDs skewing span of control or outdated departments disrupting turnover trends. This lets you know exactly how reliable each metric is before you present it.

Yes. HRBench supports single sign-on via SAML 2.0 along with enforced multi-factor authentication. Authentication is simple for users and secure by default.

UKG Pro's Cognos-based People Analytics tool is powerful. It supports custom reports, dashboard visualizations, and event monitoring. But it requires Reporting Administrator access, Cognos training, and BI expertise to get value from it. G2 and Capterra reviewers consistently cite the steep learning curve and difficulty building custom reports. HRBench eliminates the Cognos layer entirely. Metrics auto-calculate, dashboards are pre-built and customizable, and every team member can access and drill into data without technical training.

Workday's native reporting is built for operational data retrieval. It supports custom reports, Discovery Boards, and scheduled report delivery. But building meaningful analytics requires knowledge of multiple report architectures (Matrix, Advanced, Composite), Prism Analytics licensing for cross-module analysis, and months of training. G2 reviewers consistently cite the steep learning curve. HRBench eliminates that complexity entirely. Metrics auto-calculate, dashboards are pre-built and customizable, and every team member can access and drill into data without technical training.

One Model uses per-employee pricing with annual fees. Reviewers have noted recent price increases that make it comparable to premium platforms like Visier. Predictive analytics and AI Assistant capabilities are limited to the Enterprise tier. Costs scale with your employee count. HRBench offers transparent mid-market pricing with engagement surveys, benchmarks, predictive analytics, and org charts included for every customer. No tier gates. No separate SKUs for core analytics features.

HRBench works alongside Power BI. Many organizations start with basic HR reports in Power BI and realize they need more: industry benchmarks, predictive analytics, engagement correlation, data health monitoring. HRBench adds these capabilities without disrupting your existing Power BI reports. Your BI team can focus on finance and sales dashboards while HRBench handles HR analytics.

HRBench works alongside Tableau. It adds workforce benchmarks, predictive analytics, engagement correlation, and data health monitoring without disrupting your existing Tableau workbooks.

Excel's software cost is low (included with Microsoft 365 at $6 to $36 per user per month). But if your HR team spends 10 to 20+ hours per week on manual data exports and report rebuilding, that's $30,000 to $80,000+ per year in labor costs alone. HRBench eliminates that manual work with all-inclusive pricing.

A good voluntary turnover rate depends on your industry and company size. According to HRBench 2025 benchmark data across 690 organizations, the national median voluntary turnover rate is 21.5%. The 25th percentile is 14.2%, meaning top-quartile retention organizations lose fewer than 1 in 7 employees annually. Hospitality, retail, and healthcare consistently see higher rates than professional services and financial services. Tracking your own rate quarter over quarter matters more than any external benchmark: a downward trend, even from a high starting point, indicates that retention investment is working.

The national median time to fill is 43 days, but frontline roles in high-volume environments often close faster — sometimes in 14 to 21 days for hourly positions when pipelines are active. The most relevant benchmark is your own historical baseline compared to comparable peers. If your time to fill for frontline roles consistently exceeds 40 days, review your sourcing mix: employee referrals typically close in 29 days versus 39-42 days from job boards.

eNPS measures a single dimension: willingness to recommend the company as an employer. Employee engagement surveys measure a broader set of factors, including motivation, connection to work, manager relationship, and growth opportunity. eNPS is faster to administer and easier to track at high frequency. Engagement surveys offer deeper diagnosis but take more time to run and analyze. Use eNPS as a leading indicator and engagement surveys to investigate what is driving the score.

No, and the difference is important. Job satisfaction measures whether employees are content with their pay, role, and working conditions. Engagement measures whether they are psychologically invested in the organization's success and motivated to contribute beyond their job description. A satisfied employee may stay but contribute minimally. An engaged employee drives discretionary effort, advocates for the company, and is significantly less likely to leave even when recruited elsewhere. Measuring satisfaction without engagement gives an incomplete picture of workforce health.

HRBench provides out of the box integrations for over 40 of the most widely used HRIS platforms, along with 30+ Applicant Tracking Systems. Additionally, HRBench provides the ability to load data if your system is not currently in our list of integrations.

Data health monitoring scans every metric for missing or incomplete data fields and highlights what needs attention. This ensures your reports are always built on clean, complete data before they reach leadership. You can also generate audit reports to share with your HR team for resolution.

Yes. HRBench forecasts 25+ workforce metrics including departures, turnover, new hire turnover, retention rate, span of control, and headcount growth. You can forecast 3 to 6 months out and sort by positive, negative, or neutral impact.

Yes. HRBench dashboards are designed to be board-ready. You can export them to PDF or PowerPoint, or screenshot individual views and drop them into slides. You can also save dashboard configurations for recurring use so your board reporting is consistent meeting to meeting.

Forecasts update automatically as new data flows into HRBench from your connected HRIS and ATS systems. Every predictive metric adjusts in real-time based on what is happening inside your organization, so you always have the latest forward-looking view.

Benchmark data is included by default for every HRBench customer across all 45+ metrics. There are no add-on modules, no CSVs to import, and no separate licensing fees. Benchmarks are available as soon as your data is connected.

Yes. HRBench lets you simulate reorgs directly within the org chart by moving roles and editing job titles in real-time. This gives HR teams a way to model structural changes, plan proactively, and align stakeholders without waiting on slide decks or exports that quickly become outdated.

Yes. HRBench tracks sentiment trends over time and lets you filter by team, tenure, location, role, and more. You can see how engagement changes across the employee lifecycle and understand how it connects to turnover, burnout, or performance quarter over quarter.

HRBench monitors data quality continuously, not just at onboarding. As your data changes over time, HRBench scans for new issues, removed required fields, formatting problems, and department misalignments. You get clear alerts when something needs attention so you can take action immediately.

Yes. HRBench supports role-based access controls so you can define who sees which dashboards, metrics, and data fields. This ensures privacy, confidentiality, and least-privilege access across your organization. Not every HR stakeholder needs access to every metric, and HRBench lets you enforce that at a granular level.

It depends on your team. If you have a trained Cognos administrator and an analytics team comfortable in the BI interface, UKG Pro's native tools may be sufficient for standard HR reporting. If your HR team is lean, doesn't have Cognos expertise, and needs executive-ready dashboards, cross-system reporting, and workforce benchmarks without a 6-month setup, HRBench fills those gaps.

In most cases, no. Prism Analytics is Workday's add-on for blending external data, building advanced analytics, and creating cross-module reports. It requires additional licensing, data modeling expertise, and implementation time. HRBench provides cross-source reporting, predictive analytics, benchmarking, and executive dashboards out of the box. If your primary goal is workforce analytics and HR reporting, HRBench delivers what Prism Analytics promises at a fraction of the cost and complexity.

Yes. HRBench forecasts 25+ workforce metrics including departures, turnover, new hire turnover, retention rate, span of control, and headcount growth. You can forecast 3 to 6 months out and sort by positive, negative, or neutral impact. One Model's One AI offers strong predictive capabilities with transparent, no-code model building. However, predictive analytics are limited to the Enterprise tier. HRBench includes predictions for every customer from day one.

Power BI Pro costs $14/user/month. But the total cost of HR analytics in Power BI goes far beyond licensing: custom HRIS connector development (no native connectors for any major HRIS), external benchmark data subscriptions (PwC Saratoga, Mercer), BI developer time to build and maintain dashboards, DAX training for HR staff, and Fabric capacity ($262+/month) if you want Copilot AI features. HRBench offers transparent all-inclusive pricing with HRIS integrations, benchmarks, predictive analytics, engagement surveys, and AI included for every customer.

Tableau Cloud ranges from $15-$115/user/month depending on role and edition. Total HR analytics cost includes HRIS integration development, benchmark data subscriptions, BI developer time, training ($1,200-$2,000/course), and implementation ($50K-$200K). HRBench offers all-inclusive pricing with everything included.

HRBench is built for HR leaders, not data analysts. If your team can use basic Excel, HRBench is easier. No formulas, no pivot tables, no macros. Every dashboard is point-and-click with interactive drill-downs. Metrics are pre-calculated and benchmarks pre-loaded.

The cost of hiring covers the expenses of sourcing, screening, and onboarding a new employee, typically 10-30% of annual salary. The cost of turnover is a broader calculation that also includes productivity losses that begin before the hire is made and continue for months after. Lost productivity during the vacancy period and the new hire's ramp-up to full effectiveness often exceed the direct recruiting spend by 2-3x. Calculating both separately gives a clearer picture of where money is actually going and which interventions offer the best return.

There is no single target, but the national median is 5.7 direct reports per manager. Frontline supervision in standardized environments like distribution, retail, and manufacturing can scale to 10-15 direct reports without significant quality loss. Senior leadership typically spans 4-7 to maintain strategic focus. A span below 4.4 across your full organization often indicates excess management layers, which increases labor cost and slows decision-making. Organizations growing through acquisition frequently inherit spans that are too narrow in acquired units and need structural adjustment.

Passives are excluded from the eNPS formula, so their responses do not directly change your score. But they matter strategically. Passives are the moveable middle: convertible to promoters with the right interventions, or at risk of sliding toward detractors if conditions worsen. An organization with 40% passives has a significant opportunity to improve its eNPS without changing a single detractor's experience. Track your passive share alongside your overall score.

Annual surveys are standard but too infrequent to catch early warning signals. Organizations with the strongest engagement outcomes typically run a full engagement survey annually, paired with shorter pulse surveys quarterly. If your engagement score dropped five points in a year, a quarterly pulse would have flagged the shift three to six months earlier, giving leadership time to respond before it appeared in turnover numbers.

No. HRBench supports fully custom metrics that are built by the HRBench team based on your goals and tech stack. Custom metrics appear alongside the 45+ standard metrics and are filterable just like the rest. No BI tools, no SQL, and no dedicated analysts required.

Yes. HRBie is HRBench's built-in AI assistant. You can ask natural language questions about your workforce data and get instant answers, visualizations, and trend analysis. No query builder or technical knowledge needed.

Power BI and Tableau require significant setup, technical expertise, and ongoing maintenance to build HR dashboards. HRBench dashboards are purpose-built for HR teams and come pre-connected to your workforce data. Metrics populate automatically, benchmarks are included, and dashboards can be shared with stakeholders without additional licensing, training, or analyst support.

Predictive analytics in HRBench helps you guide headcount planning, anticipate staffing needs, support DEI initiatives, and prepare for budget shifts. You can spot red flags early, like forecasted dips in retention or spikes in cost, and build action plans before they impact your organization. This also equips you with data to support budget requests at board meetings.

Compensation benchmarks are widely available through paid and free services and focus on what to pay for specific roles and locations. HRBench provides workforce benchmarks covering operational HR metrics like turnover rate, time to fill, span of control, retention rate, and headcount growth. These workforce benchmarks are much harder to find externally and give HR leaders context for how their organization performs compared to peers.

Clicking into any node on the org chart opens an employee detail card showing location, tenure, performance rating, successor status, bonus eligibility, and more. You can also drill down by team, manager, or department to break down metrics at any level of the organization.

Engagement surveys are included for every HRBench customer at no additional cost. This includes eNPS, pulse surveys, full engagement surveys, and exit interviews. There are no separate SKUs or add-on fees for survey functionality.

Yes. HRBench lets you export all flagged data issues with record-level detail. This is useful for collaborating with your HRIS team, conducting deeper analysis, or resolving issues using your existing processes and tools outside of HRBench.

Yes. HRBench is built to meet GDPR compliance standards for organizations handling employee data in the European Union. Data encryption, access controls, and privacy protections are built into the platform by default.

HRBench customers go live in under 7 days. Some have launched in as little as 24 hours. Your UKG data connects through a secure API, metrics auto-calculate, and benchmarks populate immediately. By comparison, UKG Pro implementations typically run 6 to 12 months, and setting up custom Cognos reports adds additional time beyond the core system deployment.

HRBench customers go live in under 7 days. Some have launched in as little as 24 hours. Your Workday data connects through a secure API, metrics auto-calculate, and benchmarks populate immediately. Workday implementations typically run 9 to 18 months for Core HCM. Getting value from the reporting layer requires additional training and configuration time beyond go-live.

No. One Model focuses on analytics and does not include native survey tools. To correlate engagement with workforce metrics, you need a separate vendor like Qualtrics and a data integration project. Reviewers have noted the Qualtrics integration is still being developed. HRBench includes eNPS, pulse surveys, full engagement surveys, and exit interviews for every customer. Engagement data flows directly into your analytics dashboards.

HRBench connects to 90+ HRIS, ATS, and engagement platforms through pre-built APIs. Workday, ADP, UKG, BambooHR, Paylocity, Greenhouse, Lever, and more. These are purpose-built HR integrations, not generic data connectors. Data syncs automatically on a daily basis. No custom development, no middleware, no third-party connector licensing.

HRBench customers go live in under 7 days. Comprehensive HR analytics in Tableau takes 6-12+ months from scratch. One customer reported 3 years of Tableau development before switching.

HRBench customers go live in under 7 days, some in 24 hours. Setup involves connecting your HRIS through pre-built integrations, and 45+ metrics begin calculating immediately.

Roles with the highest cost per departure are those combining high base salary with long ramp-up times and hard-to-fill skill sets: senior engineers, clinical staff in healthcare, and specialized financial services roles. However, the highest aggregate annual cost often falls on frontline-heavy operations in hospitality, retail, and food service, where turnover rates of 40-60% at scale generate enormous total replacement costs even when salary-per-departure is lower. The product of turnover rate and cost per departure, applied across total headcount, determines where your organization's overall exposure is greatest.

PE firms most often focus on turnover rate, retention rate, and time to fill during workforce due diligence. High turnover signals culture or compensation risk. Slow time to fill signals recruiting capacity constraints. Declining retention after close can indicate integration problems. Span of control is increasingly reviewed as a labor cost efficiency indicator. Having benchmark comparisons ready before a deal process begins rather than assembling them under deadline gives HR leaders a significant credibility advantage at the board level.

Meaningful eNPS improvement typically takes 6 to 12 months of consistent focus. A negative score reflects systemic issues that do not resolve with one-off interventions. The most effective approach: segment the score to identify which teams or locations are dragging the average down, run targeted qualitative follow-up in those areas, implement specific changes, and resurvey at the next quarterly interval. Companies that act visibly on survey results see response rates rise and scores improve faster than those that collect data without follow-through.

No single metric tells the full story. The Employee Net Promoter Score (eNPS) is the most efficient proxy: it asks one question, produces a score from -100 to +100, and is easy to track over time. But eNPS measures loyalty, not the full breadth of engagement. For a complete picture, pair eNPS with a validated multi-question survey covering dimensions like manager relationship, role clarity, recognition, and growth opportunity. Together, these two data points give HR leadership the trend sensitivity of a quick metric and the diagnostic depth of a full survey.

Power BI and Tableau are general-purpose BI tools that require significant setup, technical expertise, and ongoing maintenance to produce HR reports. HRBench is purpose-built for HR teams. Metrics calculate automatically from day one, benchmarks are included with every metric, and dashboards can be shared with leaders without additional licensing, training, or analyst headcount.