HRBench people analytics resources
Everything you need to be an effective people analytics leader. Customer stories, webinars, HR metrics definitions, and calculation formulas.
Customers
FirstKey Homes
FirstKey Homes is a national residential property management company operating across 29 markets and 16 districts throughout the United States, supporting a large frontline workforce and distributed leadership teams.
Read StoryCommunity Medical Services
Community Medical Services (CMS) operates on the front lines of mental health and substance use care. With 1,100 employees across 80 locations in 16 states, their teams deliver care in one of the most emotionally demanding environments in healthcare.
Read StoryKimray, Inc.
Kimray, Inc. is a world-class manufacturer of oil and gas control equipment, specializing in temperature, level, flow, and pressure control for production equipment.
Read StoryWebinars
Workday 2026 R1: CEO Transition, AI Agents & What HRIS Leaders Can't Afford to Miss
The Preview Window is open. Production goes live March 14. And Workday just brought back its co-founder as CEO. Join Dani Woods and Kristin McDonald for a practical discussion on what's changing, what matters, and how to prepare without disruption.
Watch webinarThe HR playbook for leading AI transformation
A live conversation with Dani Woods and Kristin McDonald on how HR leaders can confidently guide their organizations through the ambiguity, opportunity, and disruption created by AI.
Watch webinarHow FirstKey Homes Coaches Managers with Real-Time HR Data
FirstKey Homes uses specific, real-time HR dashboards to reduce turnover, strengthen manager accountability, and drive better staffing decisions across 26 markets. In this webinar, they’ll break down the exact metrics and workflows their HR team uses.
Watch webinarHRBench Blog
Employee Engagement Surveys: How to Communicate Results, Build Trust, and Drive Change
Transform employee engagement survey results into actionable steps. Learn how to communicate findings, build trust, and create plans that boost retention & growth. Avoid survey fatigue with proven strategies.
Read blog postEmployee Net Promoter Score - How eNPS is calculated and what it means to Employee Engagement
Curious about Employee Net Promoter Score (eNPS)? Discover how this single-question survey pinpoints real engagement, slashes turnover, and drives growth.
Read blog postThe Hidden Cost of Employee Turnover (And Why It’s Bigger Than You Think)
Discover the hidden costs of employee turnover—from lost productivity to cultural erosion—and how people analytics uncovers solutions. Learn retention strategies that save time and money.
Read blog postLearn People Analytics
Span of Control
Span of control measures the average number of direct reports per manager in your organization. The formula is simple: divide the total number of direct reports by the total number of managers. The result is a ratio (expressed as a single number or as 1:X) that reveals whether your managers are stretched too thin, underutilized, or operating in a productive range. Most organizations target a span between 5 and 10, though the ideal number depends on work complexity, employee experience, and management capacity. This metric directly impacts turnover, engagement, labor costs, and decision-making speed, making it one of the most consequential organizational health indicators HR can track.
Read postHeadcount Growth
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Headcount growth is a workforce metric that measures the percentage change in the number of active employees over a specific time period. The formula is straightforward: subtract the starting headcount from the ending headcount, divide by the starting headcount, and multiply by 100. A positive result means the workforce expanded. A negative result means it contracted. HR leaders use this metric to align hiring with business strategy, forecast labor costs, support board-level reporting, and identify organizational health trends before they become problems.
Read postVoluntary Departures
Voluntary departures occur when employees choose to leave on their own terms — through resignation, retirement, or personal reasons — and are calculated by dividing the number of voluntary exits in a period by average headcount (opening headcount + closing headcount ÷ 2), then multiplying by 100. The U.S. average voluntary departure rate sits at approximately 13.5% across all industries, though this varies significantly by sector, with retail and hospitality exceeding 25% and finance and government sitting below 12%. Because roughly 75% of voluntary departures are preventable, this metric is one of HR's most strategic signals — pointing directly to issues in management quality, career development, culture, and engagement before they become business-critical problems.
Read postInvoluntary Departures
Involuntary departures are employee exits initiated by the employer, such as terminations, layoffs, or redundancies. Tracking involuntary departure rate (or involuntary turnover rate) helps HR understand performance issues, structural changes, and cultural risks inside the organization. This guide explains what involuntary departures are, how to calculate the rate using the formula Involuntary Departures in the period ÷ Average Headcount (where Average Headcount = (Headcount at start of period + Headcount at end of period) ÷ 2), what data you need, and why this metric should be part of your standard HR reporting
Read postFixed Costs
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Fixed costs are the expenses that do not change based on business activity — things like rent, software licenses, and workforce salary costs. In HR, fixed labor costs represent the predictable portion of employee expenses, typically calculated as the sum of the current annual pay for all active employees at the measurement date. Understanding fixed costs helps HR and People Ops teams forecast budgets, model headcount scenarios, communicate financial impact to executives, and align people strategy to business performance.
Read postQuarterly Business Review
A Quarterly Business Review (QBR) is a structured meeting that aligns business performance, goals, and strategy every 90 days. For HR leaders—especially in PE-backed and mid-market companies—QBRs are the moment to translate people data into business impact. This guide explains what a QBR is, how to prepare, which HR metrics to include, and how to build a board-ready presentation that drives action.
Read postAverage Pay
Average pay represents the typical amount employees earn within an organization, department, or role over a defined period — usually expressed as an average annual or hourly rate. It helps HR and finance teams understand overall compensation levels, track pay trends, identify pay equity gaps, and benchmark competitiveness. This guide explains what average pay is, how to calculate it, why it matters, what data you need, and how to use it for decision-making and reporting.
Read postBenefits Cost for Employees
Employee benefits cost refers to everything an employer spends beyond base wages to compensate workers — health insurance, retirement, paid leave, and legally required contributions. According to BLS June 2025 data, benefits average $15.03 per hour for civilian workers, representing approximately 31% of total compensation. For a full-time employee earning $60,000, that translates to roughly $18,000–$24,000 in annual benefits cost. This guide covers the formula, 2025 benchmarks by industry and benefit category, how to interpret your number, and how to use it strategically.
Read postRevenue per Employee
Revenue per employee (RPE) measures how much revenue a company generates for every person on staff. The formula is simple: total revenue divided by total headcount. The cross-industry average in 2024 was approximately $350,000, but benchmarks vary dramatically by sector — from under $100,000 in retail and hospitality to over $1 million in energy and financial services, and a median of $129,724 for private SaaS companies. For HR and finance leaders, RPE is one of the most direct ways to connect headcount decisions to business performance in terms executives and PE investors understand immediately.
Read postEmployee Turnover
Employee turnover refers to the number or percentage of employees who leave an organization during a specific time period. It’s one of the most important HR metrics because it directly affects productivity, culture, and cost. This guide explains what employee turnover is, how to calculate it, why it matters, and how HR professionals can use it to improve retention, budgeting, and workforce planning.
Read postEmployee Net Promoter Score
Employee Net Promoter Score (eNPS) is a simple but powerful HR metric used to measure employee loyalty and satisfaction. Based on a single question — “How likely are you to recommend this company as a place to work?” — eNPS gives you a snapshot of employee sentiment across your workforce. This guide explains what eNPS is, how it’s calculated, why it matters, and how HR professionals can use it to drive engagement, retention, and cultural health.
Read postEmployee Retention Rate
Employee retention rate measures the percentage of employees who stay with a company over a defined period. It’s one of the most important people analytics metrics because it reflects organizational stability, employee satisfaction, and the effectiveness of HR and management practices. This guide explains how to calculate retention rate, what data you need, why it matters, and how HR professionals can use it to improve workforce planning and decision-making.
Read postCost of Turnover
The cost of turnover refers to the total financial impact an organization faces when an employee leaves — including expenses related to separation, vacancy, recruitment, onboarding, and lost productivity. This guide explains why measuring the cost of turnover matters, how it affects business performance (especially in private equity-backed environments), and how to calculate it using a simple but customizable formula. HR professionals can use this metric to communicate attrition in financial terms and support stronger workforce planning and retention strategies.
Read postValue Creation Plan
A Value Creation Plan (VCP) is the structured blueprint private equity firms use to grow a portfolio company's enterprise value over the investment period — typically 3 to 7 years. It combines financial targets, operational initiatives, talent strategy, and governance into one coordinated plan. For HR leaders, understanding the VCP isn't optional: workforce strategy is increasingly the primary lever by which PE-backed companies hit their numbers.
Read postWhat Is People Analytics?
People analytics is the practice of using data to make better decisions about your workforce. It combines data from HR systems, business operations, and employee feedback to uncover trends, predict outcomes, and improve everything from retention and DEI to productivity and hiring. This guide breaks down what people analytics is, how it works, real-world use cases, common challenges, and how HR teams can get started — making it the go-to reference for HR leaders exploring analytics for the first time or looking to deepen their strategy.
Read postSchedule a 20-minute demo
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