Consulting

HR analytics and benchmarking

Monitor What Matters—So Your HR Team Can Improve What Counts

Gain clarity into your HR team’s performance and cost efficiency. Salary.com’s consultants help you identify the workforce metrics that matter most, benchmark them against market standards, and build a reliable framework to track, analyze, and improve results over time.

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Workforce metrics drive better business

Your HR department plays a critical role in driving organizational performance—but only if you can measure what matters. Our consultants translate complex HR data into clear insights that help you control costs, boost efficiency, and make better decisions. With market benchmarking and in-depth analysis, we reveal how your HR team is really performing—and how to make it stronger.

Pinpoint gaps and inefficiencies

Identify where your HR processes and programs are underperforming—and take action before small issues become costly problems.

Benchmark with confidence

Compare your performance to trusted market and industry standards to see where you stand and where to improve.

Make data-backed decisions

Empower your HR and finance leaders with analytics that drive smarter budgeting, resource allocation, and workforce planning.

Improve talent ROI

Track key indicators like turnover, time to fill, and offer acceptance to ensure you’re getting value from every HR initiative.

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Our process: a proven method for unlocking HR performance and ROI

Audit data quality and HRIS foundations

Audit foundational data sources within the HRIS, including employee demographics, job history, and employment status. Identify and document inconsistencies, missing fields, or data entry errors that compromise analytic reliability. Establish a clean, standardized baseline to ensure data integrity and accurate reporting.

Review HR action/action reason codes

Evaluate the current set of HR action and action/reason codes used to track employee changes such as hires, promotions, terminations, and transfers.

Assess code usage for clarity, consistency, and compliance.

Align tracking definitions with organizational policies to support accurate audits, analytics, and workforce reporting.

Assess organizational structure and hierarchy alignment

Examine reporting relationships, departmental structures, and cost center hierarchies for alignment with business goals. Identify gaps or misalignments resulting from reorganizations, mergers, or business strategy shifts. Recommend structural adjustments to improve workforce planning, budgeting, and organizational agility.

Configure benchmarking and metrics dashboard

Define and configure dashboards, scorecards, and key metrics aligned to organizational priorities. Include indicators such as turnover, time to fill, pay equity, internal mobility, and productivity. Incorporate relevant external benchmarks for market comparisons, and ensure metrics are actionable, timely, and role-appropriate.