TTS_08Team & Talent System™ 10–14 weeks for HRIS + analytics build

People Analytics & HRIS

HRIS architecture, predictive attrition, fully-loaded $/FTE and DPDP-grade data governance.

Why it matters

If your CFO can't tell you fully-loaded cost per FTE by function, or your CHRO can't predict who'll quit next quarter, you're flying blind. This module builds the people data backbone.

Scope covered

HRIS architecture — Keka / Darwinbox / Workday selection & integrations

Predictive attrition model with intervention triggers (60/90 days)

Fully-loaded $/FTE cost model by function, geo, level

DPDP Act 2023 + GDPR data governance for HR data

Workforce dashboard for board — headcount, attrition, comp ratio

Talent flow analytics — internal mobility, promotion velocity

ESOP cap-table & dilution modeling (linked to TTS_03 + FIR)

How we run it

Our methodology

A senior-led delivery sequence — not a template dump. Each phase is operated with your team, not handed over as a deck.

1
Data & system audit
Week 1–2
Audit current HRIS, ATS, payroll, performance and engagement systems; map data flow and quality gaps.
2
HRIS selection & blueprint
Week 2–4
Select the HRIS (Darwinbox / Keka / HiBob / Rippling) with future-state blueprint and integration map.
3
Implementation & data migration
Week 4–9
Configure modules, migrate clean data and integrate with payroll, finance and identity systems.
4
People analytics layer
Week 9–12
Stand up the people-analytics layer — headcount, attrition, comp, performance, DEI, engagement dashboards.
5
Adoption & governance
Week 12–14
Roll out manager and exec dashboards; install data-governance, access control and refresh cadence.