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HR dashboards

HR dashboard examples

Four people dashboards, each shown as it actually renders on a sample dataset rather than as a mock-up.
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The examples

Each dashboard, and the question it answers

Each of these is a Mammoth template, captured as it renders on the sample dataset it ships with, so every figure on them is illustrative rather than a result. Worth knowing before you copy any of them: people data is thin, and a percentage over a team of six moves on one leaver.

  1. Example 01

    Headcount & Attrition

    Is that attrition rate real, or is it one leaver on a small team?

    Headcount and attrition by department and level, with tenure alongside. HR data is thin enough that a single leaver swings a small team's rate, so the counts sit next to the percentages rather than behind them.

    What is on it· 2 pages · Headcount / Attrition

    • Hiring over time
    • Active against departed by department
    • Why people left
    • Tenure spread by level
    • Payroll by department
    • Engagement by team and place

    Your data needsDashboard

    • a rate or percentage
    • a category (~7 values)
    Headcount & Attrition dashboard: Tenure Months, Annual Salary, Engagement Score and Performance Rating tiles.
    Sample data — illustrative figures, not business results. Cropped; the dashboard continues below.

  2. Example 02

    HR Scorecard

    What are the people numbers a leadership review opens with?

    The short list on one screen, for the meeting that starts with a question rather than a deep dive. Sparse deliberately: a scorecard that lists everything has become a report, and the report is the separate artifact below.

    What is on it

    • Salary cost of who we hired
    • Engagement
    • Performance across departments
    • Tenure spread by level
    • Where absence concentrates
    • Where training hours go

    Your data needsDashboard

    • a revenue or money column
    • a category (~7 values)
    HR Scorecard dashboard: Tenure Months, Engagement Score, Performance Rating and Annual Salary tiles.
    Sample data — illustrative figures, not business results. Cropped; the dashboard continues below.

  3. Example 03

    HR Analytics

    Which teams are the outliers, and on what?

    Engagement, performance and absence read together rather than in three separate reviews. A team with rising absence and falling engagement is telling you something that neither metric says alone, which is the entire reason to put them on one page.

    What is on it· 2 pages · The people we have / Who is leaving

    • Engagement against performance
    • Engagement spread by location
    • Absence by department
    • Training against performance
    • Performance by level and team

    Your data needsDashboard

    • a score column
    • a category (~7 values)
    HR Analytics dashboard: Engagement Score, Performance Rating, Absence Days and Training Hours tiles.
    Sample data — illustrative figures, not business results. Cropped; the dashboard continues below.

  4. Example 04

    Compensation Review

    What does each level cost, and where does pay sit against tenure?

    Cost by level and location, with pay plotted against tenure so the people who have quietly fallen behind the band are visible. The view a compensation review works from rather than the summary it reports afterwards.

    What is on it

    • Pay range at each level
    • Pay against tenure
    • Where payroll goes
    • Pay by location
    • Team against level

    Your data needsDashboard

    • a revenue or money column
    • a category (~8 values)
    Compensation Review dashboard: Annual Salary, Tenure Months, Performance Rating and Engagement Score tiles.
    Sample data — illustrative figures, not business results. Cropped; the dashboard continues below.

Other formats

The same numbers, written up

Who joined, who left, and what it costs — as a document rather than a screen. Built from the same 640 rows as the four dashboards above.

  1. Headcount Report: the opening summary, with Performance by Employment Type and Hiring over time in the contents rail.
    Sample data — illustrative figures, not business results.

    Headcount Report

    Can the people picture be written up rather than presented?

    The people picture written up: who joined, who left and what it costs.

    People · Document

Design notes

What makes an HR dashboard worth opening

Four things the examples above have in common. They matter more than which chart you pick.

Two thin signals, read together

All four of these carry an engagement score and a performance rating, and one of them plots the two against each other. That pairing is the point: people data is thin enough that either signal alone is mostly noise, and a team that is disengaged and performing is a different problem from one that is neither.

The spread, not just the average

An average salary or an average tenure describes nobody. These show the distribution instead — pay range at each level, tenure spread by level, engagement spread by location — because the shape is where the outlier lives, and the outlier is the reason anyone opened the dashboard.

Cut to where someone can act

A company-wide figure is nobody's job. Almost every chart here resolves to a department, a level or a location — where absence concentrates, where training hours go, where payroll goes — because those are the units a manager can actually do something about.

Access scoped deliberately

Compensation and absence data is not for everyone. A people dashboard needs a decision about who sees which version before it is shared, not after.

From example to live dashboard

Pretty is easy. Current and true is the hard part.

Any of these can be drawn in a slide. What makes one worth keeping is the five steps underneath it, and they are the same five whichever example you start from.

  1. 01

    Connect the source

    The dashboard reads the system, not an export somebody saved to their desktop. 100+ tested connectors, plus anything with a REST API.

  2. 02

    Prepare it once

    Cleaning, joining and reshaping are recorded as steps you can read, change and re-run — not a formula buried three sheets deep.

  3. 03

    Check it before anyone sees it

    Data checks run with the refresh and flag the rows that fail, so a broken upstream file shows up as an alert rather than as a wrong number in a meeting.

  4. 04

    Put it on a schedule

    Refresh on a schedule and the dashboard stays current on its own. Starter schedules daily runs; Pro adds hourly refresh and event triggers.

  5. 05

    Publish it and send the link

    Public, password-protected or sign-in only. Every sharing mode is available on every plan, including the free one.

Sharing

Everyone can see it.
Nobody pays to look.

Most dashboard tools charge for every person who opens one, which is why so many dashboards end up as a screenshot pasted into a message. Mammoth charges for the people who build. Viewers are unlimited and free on every plan, including the free one.

  • Free

    $0

    Builders
    1 builder
    Dashboards
    3 published
    Viewers
    Unlimited, free

  • Starter

    $249/mo

    $199/mo billed annually

    Builders
    5 builders
    Dashboards
    10 published
    Viewers
    Unlimited, free

  • Pro

    $699/mo

    $559/mo billed annually

    Builders
    10 builders
    Dashboards
    50 published
    Viewers
    Unlimited, free

  • Enterprise

    From $5,000/mo

    Builders
    Unlimited builders
    Dashboards
    Unlimited published
    Viewers
    Unlimited, free

Published-dashboard counts are per workspace. Drafts, viewers and every sharing mode are unlimited and free on all four plans. Full pricing.

Questions people ask

What should be on an HR dashboard?
Headcount and attrition are the standing pair, and the scorecard is what a leadership review opens with. Everything else — pay against tenure, engagement and absence read together — is a separate dashboard for a separate conversation, which is how the four above are organised.
Can it read from our HR system?
Mammoth has 100+ tested connectors across nine categories, one of which is HR & People, plus anything with a REST API — which is how Workday, BambooHR and Personio are reached. HR data usually also needs joining to a spreadsheet someone maintains by hand, which is a normal source rather than a problem.
How do we handle sensitive fields?
Decide it in the preparation rather than at the dashboard. The steps that build the dataset are recorded and re-runnable, so a version with compensation excluded is a variant of the same pipeline rather than a second manual process.
Do managers need a licence to see their team's numbers?
No. Dashboard viewers are unlimited and free on every Mammoth plan, including the free one. Only the people building the dashboards count as platform users.

Build the HR dashboard you actually need.

Connect a source, prepare it once, and publish. Everyone who needs to see it can, at no per-viewer cost.

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  • Viewers always free

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