Unlocking HRBP’s Data Driven Potential: Adopting a "Data Lens" Mindset

As HR managers and professionals increasingly acknowledge the significance of analytical thinking and data-driven approaches, there remains a widespread quest to understand how this translates within our field.

In today's corporate landscape, HR departments are investing in robust data infrastructures to harness employee data for various purposes, spanning performance management, onboarding and offboarding, headcount analysis, DEI initiatives, and beyond. However, despite the growing exposure to data, many professionals find themselves grappling with an overwhelming influx of new KPIs, leading to either exhaustion or a paralyzing inertia towards data utilization.

It's crucial to recognize that data, in its raw form, only tells part of the story. The true value lies in our ability to adopt what I term "The Data Lens" – a perspective that enables us to perceive and interpret underlying patterns. Take, for instance, the mundane task of procedural termination filing. While we can mechanically fulfill this duty, applying the Data Lens might reveal intriguing insights, such as a concentration of terminations within specific departments, possibly skewed towards certain demographics. This prompts further investigation through exit interviews and deeper data analysis, unearthing critical business implications.

Surveys, often employed to gauge employee engagement or assess managerial effectiveness, present another avenue for data-driven interventions. However, the failure to act upon survey findings undermines their purpose and compromises organizational culture. Conversely, proactive engagement with survey data can catalyze meaningful change. To translate survey findings into actionable initiatives, we should adopt a proactive approach to engaging with management and frontline employees. By presenting survey results in a clear and compelling manner, HR facilitated meaningful dialogue and collaboration between leadership and staff. Management teams can be empowered to take ownership of survey findings and work collaboratively with their teams to address areas of concern. By conducting thorough analyses and leveraging frameworks like the Pareto model, we can pinpoint priority areas for improvement and establish actionable metrics aligned with organizational objectives. For example, if a team perceives a lack of collaboration despite the company's cultural emphasis on teamwork, implementing metrics to track collaborative KPIs and number of recognitions given for achievements accomplished through collaborations, can drive alignment with organizational values.

Let’s explore another domain of which data-driven decision making can drive transformative outcomes in HRBP roles.

Consider the case of Appsflyer during the post-COVID transition phase. Recognizing the evolving dynamics of the workplace, they embarked on a journey to redefine their office environment. Through design thinking workshops and meticulous data analysis, they crafted "office neighborhoods" tailored to foster collaboration and synergy among teams.

The concept of "office neighborhoods" was born out of the desire to create dynamic spaces that catered to the unique requirements of different teams and departments. Instead of traditional office layouts with assigned desks, Appsflyer opted for flexible, shared spaces where employees could collaborate and connect organically. Each neighborhood was designed to reflect the distinct identity and culture of its occupants, fostering a sense of belonging and community among team members.

To ensure optimal utilization of office space and resources, Appsflyer implemented a strategic approach to task allocation between office and remote work settings. They recognized that certain tasks and activities were better suited for in-person collaboration, while others could be effectively completed remotely. By leveraging data insights on employee preferences, work patterns, and task requirements, Appsflyer devised a flexible framework for dividing tasks between office and home environments. This approach enabled employees to maximize productivity and efficiency while maintaining a healthy work-life balance. Continual assessment and adaptation based on employee feedback ensured the optimization of their workspace, exemplifying the iterative nature of data-driven decision-making.

In essence, being data-driven transcends technical prowess; it hinges on embracing a holistic "Data Lens" perspective. By cultivating openness to patterns even in routine tasks and leveraging data insights for actionable interventions, we empower HR to drive meaningful organizational change.