Portfolio / Expertise / Power BI
Power BI
People analytics is only worth the decision it changes. I build Power BI dashboards that surface workforce anomalies and compliance risks as decisions — using statistical modeling and machine learning — not charts that describe headcount history.
The Workflow — How I Approach It
Define the workforce question
Attrition, overtime, compliance exposure — start with the decision, not the visual.
Clean the people data
The biggest source of HR analytics error — validate before you visualize.
Detect anomalies
Statistical modeling and machine learning surface signals before they become problems.
Present as decisions
Surface risks stakeholders can act on — not a dashboard waiting to be interpreted.
My Operating View — The 2 Cents
The best people data in the world is wasted as a bar chart. My 2 cents: start from the workforce question and end at the decision. Anomaly detection on people and operational data converts analytics spend into risk avoided — that’s the standard.
What Worked & What Didn’t
What Worked
- Surfaced operational anomalies as actionable signals for stakeholders.
- Decision-first design — every visual had a purpose.
What Didn’t
- Dashboards that describe headcount history — polished and ignored.
- Visuals built before the data model — expensive rework.