About
PeopleAnalytics.AI works across HR strategy, data engineering, and compliance to build people-analytics systems for organizations in regulated industries. We build the predictive models, the AI, the dashboards, and the data infrastructure. We also build the internal capability so your team runs it after we leave.
We work with HRIS, ATS, LMS, engagement, and performance data under SOX, HIPAA, GDPR, and CCPA. Our systems are production-grade, audit-ready, and designed for the leaders making workforce investment decisions.
HR fluency and engineering ability rarely live in the same team
Most people analytics engagements fail because the output does not fit how HR practitioners actually make decisions. The analytics are technically correct, but no one uses them. That happens when the people building the system do not understand workforce strategy, organizational design, and HR operational realities well enough to ask the right questions before writing code.
We understand both sides. We can sit in a room with a CHRO and translate strategic priorities into a technical roadmap that actually gets built and actually delivers. We do not need a separate translation layer between HR and engineering. Requirements do not get lost between a business analyst, a data scientist, and an engineer. Misalignments are caught in conversation, not in sprint review.
That means faster timelines, less rework, and systems that get adopted because they were built for the people who use them.
What we build
Predictive workforce analytics
Attrition models trained on your workforce data. Flight-risk scores, career-path modeling, scenario planning. Designed for the leaders making retention and investment decisions, not for a data science team reviewing model performance.
Generative AI for HR
AWS Bedrock-powered systems that surface attrition risk, compensation outliers, and workforce trends in plain English. RAG over HR knowledge bases. LLM guardrails for regulated environments. No analytics team in the middle.
Data engineering and modeling
Multi-source HR data pipelines with audit-grade lineage. Data from HRIS, ATS, LMS, and engagement platforms, cleaned, joined, and modeled for analysis and compliance. Source systems connected via REST APIs (Workday, ADP, Greenhouse), not exports.
Executive dashboards and applications
Workforce dashboards shaped around the questions your executives actually ask. Workforce forecasting against FRED and BLS labor market data. Matched-cohort ROI analysis for L&D programs. Usable without training or a follow-up call.
Built for regulated environments
Our systems are designed from the start for organizations operating under SOX, HIPAA, GDPR, CCPA, FHFA, and EEOC requirements. Row-level security, append-only audit trails, PII masking, right-to-erasure cascades. Bias and fairness are treated as requirements during system design, not as post-hoc audits applied after deployment.
This matters because retrofitting compliance into a deployed system is expensive and often architecturally impossible without rebuilding from scratch. We embed governance constraints into the data pipeline, feature selection, and model evaluation criteria from the start.
We build to hand off
Every engagement ends with internal capability. We design the operating model that connects workforce data to talent and investment decisions. Governance, measurement frameworks, leadership alignment. Then we build internal capability in Python, R, SQL, and applied AI so your team sustains it.
Your team runs the systems we built, in your languages, on your infrastructure. That is the deliverable.
SPHR · MS, Business Analytics (SMU Cox) · AWS Certified AI Practitioner · HRCI People Analytics · SHRM AI + Human Ingenuity