Headcount Magic for HR Leaders: The Missing Data Needed for Great Culture
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Great HR teams predict culture instead of reacting to it. Every company has that hiring manager who hires everyone as a director level; who pushes new-hire compensation to the max EVERY TIME; who has huge variance between salaries of people with the same title. Until headcount365, there hasn’t been a way for HR teams to proactively track this data and drive accountability. Headcount365 does this and more to create magic for leaders of HR teams.
What exactly is does it mean to create “Headcount Magic” for HR teams?
Know every change that impacts culture in real time. Levels, titles, salaries, start dates & management ratios all impact an employee’s perceived value in the company. When hiring managers operate outside of the standard set by HR, it creates “cultural debt”. headcount365 aggregates all of these changes in one report, so that you can stay on top of bad actors and manage a unified company culture.
90% reduction of the “cost per HR transaction” Approvals. Changes. Backfills. Reconciliations. Data Entry. All of these tasks require people’s time, that is eliminated by headcount365. This not only increases the capacity of the HR team, it reduces the total amount of requests, so that HR can get back to doing what they do best.
Accountability for hiring managers who’s behavior impacts culture. A hiring manager scorecard highlights the hiring team’s risky behaviors, so HR leaders can proactively drive accountability.
What does headcount365 magic look like?
A single source of headcount truth across all teams and systems in one database. System data is synced every minute via API. User activity is tracked regardless of what system it happens within. Changes are gated through an approval process. You’ll never have to do a meeting with a hiring manager to sync on their latest spreadsheet, or pull a report from the ATS to see which roles have offers. It’s just always up to date.
New data points created for HR Leaders: headcount365 adds the missing data from hiring manager’s headcount activity to tell the story of the business. The number of changes per hiring manager. Compensation variance per title. Backfill & attrition data. Hires outside of budget.
Prevent compensation inequity: Holding teams accountable to the compensation & leveling framework is impossible if you can’t track the variance. headcount365 can trigger approvals for level or compensation discrepancies directly to HR, and our aggregated reporting tells the executive story during board or exec meetings.
Every HR spreadsheet replaced by headcount365
Net New Hiring Plan Spreadsheet: HR leaders don’t need a sync meeting to understand the status of hiring. All net new requisitions and their status are in one place, updated in real time
Hiring Progress Tracking Spreadsheet: Any offer extended, accepted, started or accepted, not started is tracked in one place, and auto-reconciled with the HR system to ensure the correct data is sent to finance
Requests for Changes + Adds Tracker: Manage all headcount changes and additions in a centralized system that tracks all requests in real-time.
Compensation & Level Variance Tracker: Automate the tracking of compensation and level variances to ensure internal equity and compliance.
Existing Employee Change Tracker: Consolidate and track all changes to existing employees within a single, easy-to-access platform, reducing the need for multiple tracking spreadsheets.
Pending Termination Tracker: Keep track of pending terminations and their potential impact on headcount, allowing for proactive planning.
Every workflow replaced by headcount365
New Hire Reconciliations: Reconcile new hires automatically with the HRIS, ensuring accuracy and reducing manual entry errors.
Onboarding Data Verification: Automate the verification of onboarding data, ensuring that all necessary information is captured and accurate from the start.
Automated Hiring Risk Analysis: Identify potential risks in the hiring process automatically, allowing HR to address issues before they escalate.
Automated Hiring Performance Management: Track and manage hiring performance with automated tools that provide real-time insights.
Hiring Manager Performance Analysis: Evaluate hiring manager performance with automated analysis, ensuring that hiring practices align with company standards.
Real-Time Compensation Analysis: Analyze compensation data in real-time, ensuring alignment with budgets and internal equity goals.
New intelligence created by headcount365
Risk Index - Quantified Cultural Inequity from Hiring: Measure and quantify cultural inequities that may arise from hiring practices, enabling HR to address issues proactively.
Real-Time Compensation Variance - Net New: Track compensation variances for net new hires in real-time, ensuring that hiring decisions align with budgetary constraints and equity goals.
Real-Time Compensation Variance - Total Headcount: Monitor total compensation variances across the entire organization, providing a comprehensive view of financial impacts.
Backfill by date: Gain insights into backfill needs and attrition rates, allowing HR to plan effectively and maintain workforce stability.
Hiring Manager - HR Performance Scorecard: Evaluate the performance of hiring managers in partnership with HR, ensuring alignment with organizational objectives.
Conclusion
Headcount365 is on a mission to deliver magic by streamlining data across multiple users and systems while simplifying it into actionable tools and reporting. By doing is, we eliminate thousands of hours of work, and improve the way businesses leverage their largest cost center. Read more about our mission to create magic here.
