HR dashboards your people team actually use
Stop piecing together workforce data from three spreadsheets and two HR system exports. We build custom dashboards that show headcount, hiring pipeline health, staff turnover trends, and payroll numbers in one live screen — ready to use in 3 weeks from £8,000.
Whether you run a 50-person company that has outgrown BambooHR reports, or a 500-person HR team drowning in one-off data requests from managers, a purpose-built reporting dashboard gives your people team the real-time numbers they need. Make faster decisions on hiring, keeping staff, and planning headcount — without waiting for someone to run a report.
3 weeks
Delivery timeline
Headcount
Live org data
HRIS sync
BambooHR · Workday
£8k
Starting price
What is an HR dashboard and why does your people team need one?
An HR dashboard is a single screen that pulls together all your workforce numbers in one place. Think of it like a car dashboard — instead of lifting the bonnet every time you want to know how the engine is doing, you glance at the dials. Your HR dashboard does the same thing for your people data. It connects to your HR system (called an HRIS — the software that stores employee records), your hiring tool (the ATS — where job applications live), and your payroll software. Then it turns all that raw data into clear charts and numbers your whole team can read in seconds.
Without a dedicated data dashboard, most HR teams spend 30 to 40% of their week answering the same data questions from managers and leadership. “How many open roles do we have in Engineering?” “What is our 90-day turnover rate in Sales?” “How does payroll cost per person compare across departments?” Right now, the answers live in BambooHR for headcount, in Greenhouse for hiring pipeline, in Xero for payroll, and in Google Sheets for performance scores. No single source of truth. Different teams cite different numbers in the same meeting — which is embarrassing and wastes everyone's time.
A well-built HR dashboard fixes that. It locks in one agreed definition for each metric. It refreshes the data automatically. And it surfaces problems early — rising turnover in one team, a spike in time-to-fill for technical roles, payroll costs growing faster than headcount — before they become expensive. For HR directors, it gives you the board-ready workforce numbers you need to justify headcount decisions. For HR business partners, it removes the weekly reporting grind. For line managers, it gives self-service access to their team numbers — no support ticket required. If you are curious about what a minimum viable product is and whether a lightweight first version of your dashboard makes sense, we can talk through that on a discovery call.
6 key HR dashboard features
Every HR dashboard we build is shaped around your data sources and team structure. But these six features appear in almost every project. Each one replaces a manual process or a recurring data request that is eating your team's time.
Live headcount by team & department
A real-time view showing how many people are active in each team right now — plus open roles, recent starters, and recent leavers. Filter by department, location, and employment type (full-time, part-time, contractor). Data syncs directly from your HR system so the numbers are always current, not last month's export.
Hiring funnel & time-to-hire analytics
Track every open role from first application to offer accepted — like a progress bar for each job. See where candidates drop out at each stage, measure how long it takes to fill a role, and check offer acceptance rates by department and hiring manager. Connects to Greenhouse, Lever, Teamtailor, or your existing ATS via a direct API connection (think of an API as a pipe between two apps that lets them share data automatically).
Attrition & retention rate tracking
Monthly and rolling turnover rates broken down by department, how long people had been at the company, and their reason for leaving. Cohort charts (groups of people hired at the same time) show what percentage of each intake is still with you at 30, 60, 90, 180, and 365 days. Automatic flags when any team's turnover rate goes above your agreed threshold.
Performance review score distribution
See performance review scores across the whole company — by team, manager, and rating band. Spot if scores are being inflated in some teams or if calibration (the process of making sure scores mean the same thing in every team) is off. Track average scores across review cycles to see if management training is making a difference.
Payroll cost analytics
Payroll cost per employee, payroll as a share of revenue, and cost differences by department and pay band — pulled directly from your payroll platform. Overtime hours and bonus amounts tracked alongside base pay. Finance-grade accuracy with configurable access so only the right people see salary detail.
HRIS integrations & scheduled data exports
Pre-built connections for BambooHR, Workday, Personio, HiBob, and CharlieHR. Choose how often data refreshes — real-time as changes happen, or a scheduled nightly sync, depending on your plan. One-click exports to CSV or Excel for board reports. Slack alerts when a metric crosses a threshold — e.g. turnover exceeds 5% in any single team.
Ready to build?
Let's bring your idea to life. Fast, affordable, and production-ready.
BUILD IT FAST
Your HRIS has the data. Your team just can't see it.
BambooHR, Workday, and Personio hold every workforce data point you need — headcount, attrition, payroll, performance. Greta builds the dashboard that makes it visible, filterable, and actionable for every stakeholder. Live in 3 weeks.
TALK TO A FOUNDER
Not sure where to start?
Book a 20-minute call. We'll map out your scope, tech stack, and go-to-market plan — for free.
How we build your HR dashboard — 5 steps in 3 weeks
We work like a small, focused team — not a big agency with layers of account managers. Here is exactly what happens from the moment you book a free call with us to the moment your dashboard goes live.
- 01
Discovery & data audit
We start with a structured session with your HR director, HR system admin, and any finance or data stakeholders. We audit every data source — BambooHR, Workday, your hiring tool, payroll exports, and any legacy spreadsheets — mapping field names, how often they update, and any data quality gaps. You get a data readiness report before we build anything, so there are no surprises halfway through.
- 02
KPI definition & dashboard design
We run a metric definition workshop (a focused one-hour session) to agree exactly how each number is calculated — how you define a voluntary leaver, whether contractors count in headcount, what a good time-to-hire benchmark looks like for your industry. We then produce a detailed Figma wireframe (a visual blueprint of the dashboard) for your sign-off before we write a single line of code.
- 03
HRIS & data source integrations
Our engineers build secure connections to your HR system, hiring platform, and payroll tool. We build the pipelines (automated processes) that pull data, clean it, and load it into a structured layer — handling field mapping (matching column names across systems), timezone differences, and duplicate records. Every integration has error alerts so we know immediately if a data feed breaks.
- 04
Dashboard development & role-based access
We build the dashboard with interactive charts, department tree filters, date-range pickers, and drill-down views (click a number to see the detail behind it). Role-based access controls (RBAC) — think of these as different key cards for different doors — are set up so line managers see only their team, HR partners see cross-departmental data, and only HR directors and finance see payroll detail. We also build any scheduled exports or Slack alerts agreed in discovery.
- 05
QA, training & go-live
Every metric is checked against source-of-truth data before sign-off. We run a user acceptance testing session (a structured walkthrough) with your HR team, record short training videos for onboarding new HR staff, and deploy to production. Post-launch support is included — we handle changes when your HR system updates its API (the connection method), and new metric requests in the first 30 days are covered in scope.
We are an MVP development agency — which means we are built for speed and focus. We do not pad timelines. We do not charge for things you do not need. If you want to see what other teams have built with us, check out our analytics dashboard development page or our operations dashboard development page.
HR dashboard build options compared — 2026
There are a few ways to get an HR dashboard built. Here is an honest comparison of the main options, including cost and how long each takes. We also build finance dashboards using the same fast approach — so if you need both, we can scope them together.
| Option | Cost | Timeline | Support |
|---|---|---|---|
| Traditional agency | £80,000–£200,000 | 6–12 months | Extra cost |
| Freelancer | £20,000–£60,000 | 3–9 months | You manage it |
| BI tools (Looker/Power BI) | £500–£2,000/month + setup | Weeks to months | Self-service |
| Greta | From £8,000 | 3 weeks | Included |
If you are building an HR software product — not just a dashboard for your internal team — take a look at our HRTech MVP development service. We help HR software founders go from idea to a first working version (what an MVP is) in weeks — not months. You can also build your MVP with our agency team end to end.
BUILD IT FAST
Trusted by people teams at scale-ups and enterprise HR functions
From Series A scale-ups with 60 employees to HR teams managing 800+ headcount across multiple entities, Greta has built HR dashboards that replace spreadsheet reporting and give HR leaders the data confidence to present at board level.
TALK TO A FOUNDER
Not sure where to start?
Book a 20-minute call. We'll map out your scope, tech stack, and go-to-market plan — for free.
Frequently asked questions about HR dashboard development
How long does it take to build an HR dashboard?+
We deliver a fully connected, production-ready HR dashboard in 3 weeks. Week 1 covers discovery, data audit, and design sign-off. Week 2 is integration and core build. Week 3 is QA, testing with your team, and go-live. Timelines may extend slightly if you have many disconnected data sources or need complex custom calculations — but 3 weeks is our standard delivery for HR dashboards.
Which HRIS platforms can you connect to?+
We have pre-built connectors for BambooHR, Workday, Personio, HiBob, CharlieHR, Sage HR, and Rippling. We can also connect to hiring tools like Greenhouse, Lever, and Teamtailor, plus payroll tools like Gusto, ADP, and Xero Payroll. If your system has an API (a way for two apps to talk to each other) or can export to CSV or Excel, we can integrate it.
What HR metrics can the dashboard track?+
Our HR dashboards typically cover: headcount by team, department, and location; open roles and hiring funnel stage; time-to-hire and time-to-fill; offer acceptance rate; voluntary and involuntary attrition (people leaving); retention by tenure cohort; performance review score distribution; payroll cost per employee; and overtime hours. We agree the exact metric set with you in the discovery session — no two dashboards are identical.
How much does an HR dashboard cost?+
Our HR dashboards start from £8,000 for a single-source dashboard covering one HR system and 10–15 core metrics. Most HR teams invest £10,000–£18,000 for multi-source dashboards connecting their HR system, payroll, and hiring tool with 20+ metrics and role-based access controls. Ongoing support and new metric additions are available as a monthly retainer.
Can managers access the dashboard without seeing sensitive salary data?+
Yes. We set up role-based access controls (RBAC — think different key cards for different doors) so line managers see headcount, turnover, and performance data for their direct teams only. HR business partners see cross-departmental comparisons. Only HR directors and finance see payroll cost data. Permissions are configurable and can match your existing company structure.
Still have questions? The fastest way to get answers is to speak to our team — we do a free 30-minute discovery call with no obligation and no sales pressure. We will tell you honestly whether a custom dashboard is the right fit or whether a simpler tool would serve you better. We also have a SaaS product track if you are building HR software to sell, not just use internally.
Sources & further reading
External references cited on this page.
SHRM — People Analytics: State of the Discipline
SHRM research on how HR teams are investing in analytics capabilities and the business outcomes of data-driven people decisions.
Deloitte Global Human Capital Trends — HR Technology
Deloitte's annual survey of HR technology adoption, covering workforce analytics maturity and investment priorities across industries.
LinkedIn Talent Solutions — Global Talent Trends Report
LinkedIn's annual report covering hiring funnel benchmarks, time-to-hire data, and workforce planning trends across geographies and sectors.
CIPD — People Analytics: Driving Business Performance
CIPD guidance on building people analytics capability in HR functions, including metric frameworks and HRIS integration best practices.
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Go live with your HR dashboard in 3 weeks
Tell us your HR system stack, the metrics that matter most to your HR director, and your go-live date. We will scope your dashboard, confirm the price, and start building — no lengthy back-and-forth, no agency bloat. Real workforce data visibility from £8,000. Get started today with a free 30-minute call.
Free 30-minute discovery call. Real pricing within 48 hours.