Headcount depends who you ask
HR, finance and IT each count people differently because contractors, leavers and multi-entity staff resolve inconsistently.
By role · People
Know your workforce
Know your workforce
as one record
HRIS, payroll, Active Directory and badge systems each hold part of an employee. SCIKIQ resolves them into one governed HR 360 — so headcount cost, attrition risk and performance are measured once, under proper access control.
20+enterprise deployments in production
187+connectors across HRIS, payroll and IT
60days to a live 360 view, typically
1golden record per employee
01A day in the role
What the CHRO sees
on a Monday morning
One governed brief instead of nine dashboards — every number traced to its source system, every recommendation showing its reasoning.
Good morning, SnehaMonday · 9:10 AM
Workforce health83▲ 4AI confidence91%Agents working5liveDecisions need you2
Today’s brief
Regretted attrition is tracking 2.6 points below last quarter.
Retention improved after the engineering band correction, and fully loaded cost per head is flat despite hiring. One delivery team still carries concentrated flight risk.
If only one decision is made today, acting on the delivery-team retention plan is expected to protect the most capability.
Confidence91%
Workforce health
- Headcount cost+0.6%Flat on hiring
- Regretted attrition− 2.6ptImproving
- Flight risk+4.1ptOne team
- Time to hire− 11 daysFaster
- Engagement+5.8%Post-correction
- Internal mobility+9.2%More movement
What changed
- Flight risk (delivery) 6 peopleTenure, pay and manager signals aligned last week
- Regretted attrition − 2.6ptEngineering band correction held for a quarter
- Offer acceptance +8ptFaster loop after the scheduling automation
- Contractor spend − $180KTwo roles converted to permanent
- Internal mobility +9.2%Three delivery pods opened after go-live
- Headcount discrepancy − 94%HR and finance now count one population
Decisions
Approve the delivery-team retention plan
Protects6 critical roles
Confidence92%
WindowWithin 3 weeks
Convert two contractor roles
Saves$180K annually
Confidence85%
WindowThis month
AI reasoning — why this team?
- Six people show aligned tenure, pay and manager risk signals
- The team holds delivery capability for two live accounts
- Comparable interventions lose half their effect after 3 weeks
- 19 similar plans retained 74% of flagged employees
Recommendation Approve today.
AI has been working
- Resolved every employee across HRIS, payroll, AD and badge
- Reconciled headcount between HR and finance
- Scored attrition risk across 1,240 employees
- Modelled fully loaded cost by team and band
- Flagged 6 employees for retention review
- Checked every query against PII access policy
WhySix aligned risk signals in one delivery-critical team
Why nowIntervention effectiveness halves after three weeks
Evidence19 similar plans retained 74% of flagged employees
Confidence92% · based on 5 years of attrition history
AlternativeWait for the cycle — models 38% retention
Ask me anything — or tell me the outcome you’re trying to achieve
Illustrative CHRO view · sample data
02The problem
What the CHRO actually deals with
Attrition is explained after it happens
Risk signals are spread across engagement, tenure, pay and manager data, and nobody joins them up in time.
Sensitive data blocks the analysis
Because employee data is sensitive, access is restricted so broadly that legitimate analysis never gets done.
03What changes
One governed view,
and four things follow
01
Resolve the employee
HRIS, payroll, Active Directory and badge data resolve into one golden record, with lineage showing which system supplied each attribute.
02
Cost the workforce once
Fully loaded cost gets one governed definition, so HR and finance stop reconciling headcount between systems.
03
Surface attrition risk early
Tenure, pay, engagement and manager signals combine in the governed layer, so risk shows up while intervention is still possible.
04
Govern the sensitive fields
Policy-as-code and least-privilege access, extended to service accounts and agents, mean analysis can happen without loosening control.
04What it runs on
Built on HR / Employee 360
This role runs on HR / Employee 360 — cost, attrition risk and performance — assembled over your existing systems with no replatform.
- Data Governance — policy-as-code and least-privilege access
- Office 360 — cost, utilisation and occupancy
Want to see this on your own data?
Thirty minutes on your actual sources — no pitch, no form maze.
Frequently asked questions
How does SCIKIQ protect sensitive employee data?
Governance is built in: policy-as-code, least-privilege access and full audit trails, with access control extending to service accounts and agents as well as people, so analysis does not require loosening control.
Why do HR and finance headcount numbers disagree today?
Usually because contractors, leavers and multi-entity employees resolve differently in each system. SCIKIQ resolves every employee to one golden record first, so both functions count the same population.
Can we see attrition risk before someone resigns?
Signals from tenure, pay, engagement and manager data combine in the governed layer and are scored continuously, which surfaces risk while there is still time to act.