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People Analytics Transformation

At Highberg, we do not only help our clients with future-proof solutions for CSRD reporting compliance. But we aim to leverage CSRD as a catalyst for a higher level of data maturity and data-driven decision-making in the HR domain, hence adding value to your HR operations and organization. Our approach incorporates several key elements, ensuring that your People Analytics data landscape is efficient, and future-ready:
<ol><li>Data Integration and Standardization: We create centralized data frameworks that bridge the gap between fragmented HR systems, ensuring consistency across global operations.</li><li>Accuracy and Quality Assurance: Our data scientists assist in building extensive testing procedures in data collection and data processing steps. In addition, tools for data quality monitoring can be used to guarantee the accuracy, completeness and consistency of the reported data.</li><li>Stakeholder Management: We facilitate seamless collaboration between HR, IT, and compliance teams, fostering alignment and accountability across your organization.</li><li>Future-Proofing Your Compliance: Our solutions are designed to adapt to evolving CSRD requirements, positioning you confidently for future reporting cycles.</li></ol>

An international bank operating across Europe faced significant challenges in gathering consistent and accurate data for CSRD S1 reporting. With Highberg's assistance, they: 
• Transformed manual HR reporting into a more automated data warehouse solution 
• Standardized data delivery across subsidiaries 
• Improved data governance and quality 
• Enhanced collaboration between HR and IT teams, both locally and at the group level

A leading international insurer partnered with Highberg to tackle the complexities of CSRD S1 compliance. The result: 
• Successful completion of the first reporting period 
• Development of a trusted, smooth, and accurate reporting process 
• Increased confidence in meeting future CSRD requirements

By partnering with Highberg, you gain:
<ul><li>Expertise in navigating complex regulatory landscapes</li></ul>
<ul><li>Tailored solutions that integrate seamlessly with your existing systems</li></ul>
<ul><li>Improved data accuracy and consistency across your organization</li></ul>
<ul><li>Enhanced collaboration between key stakeholders</li></ul>
<ul><li>A future-ready approach to compliance that adapts to evolving requirements</li></ul>

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People

HR & People Analytics

People Analytics as a service

In today's fast-paced business world, organizations are constantly looking for ways to gain a competitive advantage. One area that has received a lot of attention is People Analytics. By harnessing the power of data and analytics, organizations can make more informed decisions about their workforce, leading to improved performance, productivity and employee experience. However, when it comes to implementing People Analytics, organizations are faced with a crucial decision: should they develop People Analytics capabilities internally (build), purchase People Analytics as a managed service or settle for a hybrid model?

Netherlands

Organizational

Equal pay is a commitment to recognizing the worth of every individual contribution.

The road to equal pay

Paying your employees equally for the same work sounds easy but can be quite challenging. For example, women earn, on average, 6% less for the same work in Dutch profit organizations, and this number is only slowly decreasing. For organizations to decrease this gap, gaining insight into the current pay gap is important. 
Highberg helps organizations analyze any potential pay gap and advises and guides alternative action toward pay equity.

Henrieke van Bommel

Governance within People (HR) Analytics: insourcing or outsourcing

Insourcing or outsourcing

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To successfully implement HR Analytics or People Analytics, governance is crucial, and you need experts in various roles within the data domain. But what are those roles exactly, and is it more practical to have them in-house (insourcing) or to outsource them to an external party (outsourcing)?
Highberg has gained a lot of experience with governance models for HR Analytics. Therefore, in this article, we will delve deeper into the various possibilities.

Alex Hellemons

A fair comparison: measuring pay equity

Measuring pay equity

At first glance, measuring the gender pay gap seems straightforward – just compare the average salaries of men versus women, right? Well, not quite. The reality is far more nuanced and often up for debate. Factors like part-time work and job levels skew these averages, potentially masking underlying issues of inequality. To answer the question: are we paying our employees equally for the same work, an organization must calculate the corrected pay gap. A more comprehensive metric that factors in variables such as job level and experience to reveal the true state of pay equity within an organization. It's not just about identifying a gap but understanding why it exists and what actions can rectify it. In this article, Highberg explains their approach to calculating equal pay for equal work, shedding light on the complexities of pay disparity and paving the way for meaningful change.

Niek Klaver

With the right questions asked, data Scientists can start cracking

People Analytics practices

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Define required insights When the employee segments with a retention/attrition challenge have been identified, analysis questions can be defined for each segment. Or in other words, which insights are required to improve retention and reduce attrition? For example:
<ul><li>Within the groups with increased attrition, what factors are related to retention/attrition?</li><li>Why are people within these groups leaving the organization?</li><li>Where are these people leaving to?</li><li>What is the flight risk of people within these groups?</li><li>Which teams can expect unnatural attrition in the future?</li><li>What are potential mitigating actions for the people who are at risk?</li></ul>
Start with People Analytics 
When employee segments and analysis questions are defined Data Scientists can start cracking. Data Scientists will use Machine Learning techniques to answer the abovementioned questions, or they will go one step further and can build algorithms that support HR in its daily operation. Using predictive or even prescriptive data science techniques, Data Scientists can build an algorithm which indicates in which teams the chance of attrition is the highest. The algorithm can even provide suggestions to HR about potential interventions to prevent attrition in the team.

People Analytics practices to improve Talent Acquisition & Retention

CSRD Compliance

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“CSRD reporting offers an opportunity to transform and innovate the HR data landscape and create value for the organization”
In today's evolving regulatory landscape, the Corporate Sustainability Reporting Directive (CSRD) presents both challenges and opportunities for organizations. At Highberg, we specialize in transforming these challenges into strategic advantages, particularly in the realm of workforce reporting (S1) and beyond.

CSRD Compliance

Our Approach

Client Success Stories

International Bank: From Fragmented to Unified Reporting

Global Insurance Leader: Navigating CSRD S1 with Confidence

Why Choose Highberg for CSRD Compliance

Do you want to know more about CSRD compliancy? Get in touch!

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