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Executive Overview
Every HR signal rolled up into executive recommendations with ROI
Executive Overview
The C-suite view of the entire platform. Attrition, L&D, workforce planning, HR service, and compliance data roll up into a single executive briefing: headline KPIs, a dedicated Value of HR tab that quantifies HR's business contribution in dollars, and a ranked list of recommendations with annual value, payback, and confidence for each. Includes a chatbot that answers executive questions grounded in the dashboard's own data — ask what to do first, where the retention risk is, or what HR is worth this year.
Retention Risk
Predict who's leaving before they do
Retention Risk
Predicts which employees are likely to leave before they resign. You'll see individual flight risk scores, department-level heatmaps, SHAP explainability showing what's driving each prediction, and scenario modeling for intervention planning. The Analyst view ships with an R survival-analysis companion (Kaplan-Meier + Cox proportional hazards via the survival and ggplot2 packages) so the methodology is visible and reproducible alongside the live scoring. By the time a resignation lands on your desk, the cost is already locked in. This gives you a 3-6 month early warning window.
HR Copilot
AI-powered policy Q&A that frees up your HR team
HR Copilot
AI-powered HR knowledge base that answers employee and manager questions instantly with persona-aware routing. You'll see real-time Q&A across four personas (employee, manager, executive, HR admin), automatic ticket deflection metrics, and escalation tracking. Most HR teams spend 40%+ of their time answering the same policy questions — this handles the volume.
L&D ROI Analytics
Prove the business impact of your learning programs
L&D ROI Analytics
Connects learning program data to business outcomes using matched cohort analysis and contributive ROI modeling. You'll see program-level ROI estimates, completion and attrition impact by training cohort, and cost-per-outcome breakdowns. The Matched-Cohort tab includes a Python methodology companion (statsmodels Logit propensity model + 1:1 calliper match + 2,000-sample bootstrap CI on the matched ROI delta) so the statistics behind every dollar figure are auditable. L&D budgets are the first to get cut because nobody can prove they work — this gives you the numbers.
Workforce Forecasting
Live labor market data meets your headcount reality
Workforce Forecasting
Combines your internal headcount data with live labor market feeds from FRED and BLS to forecast supply and demand gaps. You'll see 24-month headcount projections, scenario planning with adjustable growth assumptions, labor market context for your key roles, a skills-adjacency view that shows which adjacent roles each at-risk role can reskill into, and a build/buy/borrow cost split for closing the gap. The Methodology tab ships a Python Prophet companion (fitted on a synthetic Meridian headcount panel, 95% confidence interval on the 24-month forecast) so the probabilistic shape of the projection is visible alongside the interactive scenarios. Internal mobility is the new retention — a workforce plan that doesn't show reskilling paths is guessing twice.
Enterprise Audit & Compliance
Real-time platform health, data quality, compliance, and LLM operations monitoring
Enterprise Audit & Compliance
Real-time monitoring dashboard for platform health, data quality, compliance posture, and LLM operations. You'll see live retention-compliance across HIPAA, SOX, and PII audit slices, audit event logs, service health for every data pipeline, and LLM cost tracking. The LLM Operations tab includes a benchmark surface that runs prompts through the deployed model and writes invocations to the by-model comparison — so latency, token counts, and cost are inspectable per prompt. When you're running AI systems that touch employee data in regulated environments, you need to prove your infrastructure is sound.
Organizational Network Analysis
See how work actually flows: silos, brokers, and the people the org chart hides
Organizational Network Analysis
Builds the informal organisation from eighteen months of collaboration metadata held monthly (meetings, chats, emails, co-edits; counts only, never content), shows the latest twelve months with a six-month half-life, and sets it against the formal one. You'll see which departments barely talk and who bridges them, the brokers whose influence exceeds their job level and what breaks if they leave together, where collaboration concentrates beside the HRIS overtime and engagement columns, how the acquired team and new hires are integrating month by month, flight risk against network position, and an out-of-sample retention backtest that puts HR + network against HR-only and the legacy risk score with confidence intervals. Centrality, community detection and the force layout run server-side on the same HRIS roster the Retention Risk demo scores.