The HR Data Signal Guide: How Sensing Your Workforce Improves Accuracy, Agility, and Automation

Discover how HR leaders can use internal data signals - from onboarding to attrition - to automate processes, reduce risk, and drive smarter decisions.

Why HR Needs Sensor-Like Awareness

In the world of physical sensors, precision and real-time feedback enable faster, safer, and more effective systems. The same principles apply to people operations.

HR leaders who treat workforce data like sensor input — live, contextual, and actionable — outperform those who rely on static reports or lagging insights.

This guide shows how to structure your HR tech stack to capture and respond to internal signals across onboarding, engagement, turnover, and compliance.

What You’ll Get

✅ 5 core data signals to track across your workforce lifecycle

✅ Examples of how to turn data into automation triggers

✅ HR system checklist for signal readiness

✅ Use cases from Employment Hero’s implementation framework

Who This Is For

• HRIS Managers and People Ops leaders in growth-stage or multi-site orgs

• CIOs and CHROs driving transformation via people data

• Organisations where workforce actions impact compliance, cost, or service delivery

The 5 Key Signals HR Should Be Tracking

1. Joiner/Leaver Events — trigger access, provisioning, surveys

2. Compliance Interactions — track signoffs, overdue acknowledgments

3. Time-Based Triggers — surface risk based on probation periods, contract end, absence length

4. Sentiment & Check-In Data — detect disengagement or risk patterns

5. Performance Thresholds — alert when support or review is needed

   
   

Coolest Thing We Do (EH + Technoivity)

We configure Employment Hero to:

• Auto-trigger workflows based on employee lifecycle events

• Surface real-time dashboards for people, compliance, and service operations

• Turn raw HRIS data into automation logic — no extra platform required

Pre-Steps to Improve Your Data Sensing

• Audit where workforce data lives today (HRIS, spreadsheets, surveys)

• Identify 3 moments where slow insight = high business risk

• List what should happen automatically but currently doesn’t

Why It’s Shareable

• Connects HR to sensor-based thinking

• Frames data as a service enablement tool

• Great for IT, HR, and Ops leaders to co-own