Workforce ANALYTICS

One workforce picture, whatever HR system it lives in.

Orbit extracts, unifies, and models people data from every system you run — Oracle Fusion HCM, E-Business Suite HR, PeopleSoft, NetSuite and beyond — then lands it in the cloud warehouse and BI tool you already chose. Headcount through pay equity, prebuilt and KPI-ready.

EBS Analytics Command Center dashboard for Q4 2025 Finance view showing $24.8M revenue (up 18.4% YoY), 22.1% operating margin, $6.2M working capital, 3 AI-flagged anomalies, and an upward performance trend.

Workforce subject areas, modelled and ready to query

Each area ships as a prebuilt data model with its own KPI set and analysis dimensions, already mapped to your source tables. HR gets answers without opening a ticket for every new cut of the data.

01

Workforce Overview

HEADCOUNT · DEMOGRAPHICS · STRUCTURE

Population visibility across departments, locations and job families — who works where, in what role, on what contract. The org-wide baseline every other question gets measured against.

›Headcount›By Department / Location›By Job Family›Contract Expirations›Workforce Demographics

02

Hiring & Recruitment

REQUISITIONS · PIPELINE · VACANCY

Open requisitions and vacancy set against actual hires month, quarter and year to date — so recruiting capacity is measured against the plan rather than reported after the fact.

›Open Positions›Vacancy Rate›Hires MTD / QTD / YTD›Recruiting Pipeline›Open Requisition Analysis

03

Attrition & Retention

VOLUNTARY · INVOLUNTARY · TREND

Voluntary and involuntary attrition separated and trended by department, location and job family — which is where a company-wide rate stops being a number and starts pointing at a team.

›Voluntary Attrition & Rate›Involuntary Attrition & Rate›Attrition by Department›Attrition by Location›Attrition by Job Family

04

Internal Mobility

TRANSFERS · PROMOTIONS · PROBATION

Movement inside the organisation — transfers, promotions, location and supervisor changes — plus probation completion tracking, so career progression is visible as a retention lever, not an HR footnote.

›Internal Mobility Rate›Transfers›Promotions›Location & Supervisor Changes›Probation Completion

05

Pay & Absence

COMPENSATION · EQUITY · LEAVE

Average compensation and growth alongside gender pay gap by department and location, with absence and leave utilisation trended by period so cover can be planned before it becomes a gap.

›Average compensation›Compensation growth›Gender pay gap by dept / location›Absence utilisation rate›Leave utilisation rate›Attendance patterns by period

People data rarely stops at people.

The same modelled layer covers General Ledger, Procurement, Projects and Grants Management — so workforce cost joins to the GL, labour lands against project cost and revenue, and effort maps to award budgets without a second integration project.

HCM joined to GL, Procurement, Projects, Grants

Every system that holds people data, in one governed model.

Workforce data is almost never in one place. Core HR sits in Fusion, an acquired business still runs PeopleSoft, historical records live in EBS, and headcount plans live in a spreadsheet nobody owns. Orbit extracts from each, conforms them to shared dimensions, and publishes once — so a system migration never resets your reporting.

SOURCE APPLICATIONS

Oracle Fusion HCM
Core HR, absence, compensation, recruiting

Oracle E-Business Suite HR
Full historical employee records

PeopleSoft HCM

NetSuite

Third-party sources
200+ embedded application adapters

ORBIT DATA PIPELINE

1Extract & sync
Real-time integration, incremental loads

2Unify & model
Prebuilt workforce models; every source conformed to shared dimensions

3Govern
Row-level security aligned to your existing HR access model

4Extend
Add your own subject areas and measures

TARGET PLATFORM

Snowflake

Databricks

Oracle Autonomous Data Warehouse

Microsoft Fabric

Amazon Redshift

CONSUMED IN

Power BITableauOracle Analytics CloudOrbit BIExcelAugmented analytics

Land the data where your architecture already points.

Orbit does not require a particular warehouse or a particular BI tool to get workforce analytics working. The same modelled content deploys across five cloud platforms, which keeps analytics decisions independent of HR system decisions.

Oracle ADW

For estates standardising on the Oracle stack.

Snowflake

Elastic compute for org-wide headcount and payroll cycles.

Databricks

Lakehouse targets where workforce data meets data science.

Amazon Redshift

For AWS-first architectures and existing governance.

Microsoft Fabric

Native fit for Power BI–centric organisations.

Deployment options

✓Cloud (SaaS) — fastest path to prebuilt workforce content.

✓On-premise — for data residency and regulated environments.

✓Embedded — analytics delivered inside your own application.

Reporting for how HR works

Sensitive people data needs governed access, not wider distribution. Board headcount packs, manager-level team views and analyst-driven questions each get their own surface: WebSheets for operational reporting, self-service for analysts, Orbit BI for dashboards, plus live Excel workbooks.

One workforce picture, whatever HR system it lives in.

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