Tackling Employee Attrition: An HR Analytics Dashboard

Description

A 4-page interactive Power BI dashboard analyzing employee attrition across three departments (Human Resources, Research & Development, Sales), designed to help HR leadership understand who is leaving, why, and how to reduce turnover costs.

Objective

To diagnose the scale and drivers of employee attrition (16.12% attrition rate, costing ~$6.81M), identify at-risk employee segments, and explore whether pay and satisfaction levels are contributing factors.

Attrition Crises

Key metrics: total employees (1,470), attrition count (237), attrition rate (16.12%), attrition cost ($6.81M)

Attrition breakdown by gender and business travel frequency

Job roles with highest attrition (Lab Technician, Sales Executive, Research Scientist)

Attrition vs. years at company (sharp spike within the first year)

Attrition rate distribution by job level

Who Are We Losing?

Breakdown by business travel and age group

Attrition rate by education level and field of study

Marital status of departing employees (married employees show the highest share)

Key metrics: overtime attrition split, average working years, average age at departure (34)

Employee Satisfaction & Performance

Performance rating vs. job satisfaction level

Promotions vs. performance rating

Training impact on performance over time

Performance rating by environment satisfaction

Are We Paying Fairly?

Attrition by monthly income bracket (highest attrition in lower income bins)

Hourly rate vs. years in current role, split by attrition status

Overtime's effect on average monthly income

Detailed table: years since last promotion vs. income bracket

Tools Used

Power BI · DAX · Power Query · Multi-page navigation with shared cross-department

filters

Key Insights

New employees (under 1 year tenure), those working overtime, and lower-income staff show the highest attrition risk. Delayed promotions and low environment satisfaction further correlate with turnover — pointing to actionable HR strategies around promotion cycles and targeted compensation reviews for high-risk groups.