People analytics for mid market companies
Workforce decisions,
made with evidence.
Xpantra is a people analytics practice for leaders who need answers their HRIS cannot produce. Diagnostic audits, fixed scope projects, and fractional analytics leadership.
PEOPLE ANALYTICS · WORKFORCE STRATEGY · MID MARKET
01 — Practice
Most companies collect more workforce data than they use and make their biggest people decisions on the least of it. Xpantra builds the analytical layer between HR systems and executive judgment, translating headcount, attrition, hiring, and engagement signals into models leaders can act on.
02 — Services
How an engagement moves
The analysis exists to move a decision, not to describe the workforce in general.
01
Diagnostic Audits
A structured review of your people data, reporting cadence, and analytical capability. Delivered in four to six weeks. Concludes with a written assessment and a prioritized roadmap your team can execute or commission.
02
Analytics Projects
Fixed scope engagements against a specific question. Attrition risk modeling, workforce planning scenarios, manager effectiveness analysis, comp band design, hiring funnel diagnostics. Outcomes defined before work begins.
03
Fractional Leadership
For organizations that need senior people analytics judgment without a full time hire. Embedded one or two days per week, accountable for the analytical roadmap and the work that comes out of it.
Engagement type 01
Diagnostic Audits
An audit fits when the reporting exists but the confidence does not. The numbers are produced. Whether they answer the question leadership is actually asking is the open issue. The engagement combines a data inventory, interviews with the people who consume the current reporting, and an analytical capability assessment to establish what the data can support, where it cannot be trusted, and what it would take to close the distance between the two.
- 01 Data inventory and source mapping
- 02 Reporting cadence and consumer interviews
- 03 Analytical capability assessment
- 04 Vendor and tooling review
- 05 Written findings and prioritized roadmap
Typical duration: 4 to 6 weeks
Deliverable: Written assessment and 12 month roadmap
Engagement type 02
Analytics Projects
A project fits when the question is specific and the answer is consequential. The work includes attrition risk modeling using survival analysis, workforce planning scenarios, manager effectiveness studies that separate manager effects from team-level confounds, and compensation band design. Scope is fixed against that question before work begins. The engagement ends with a decision and the evidence behind it, not an open ended analysis that invites the next one.
- 01 Attrition and retention modeling
- 02 Workforce planning and scenario design
- 03 Manager effectiveness and span of control analysis
- 04 Hiring funnel diagnostics
- 05 Compensation band design and equity analysis
- 06 Org network analysis from collaboration metadata
- 07 Executive dashboard architecture
Typical duration: 6 to 16 weeks
Deliverable: Defined at scope
Engagement type 03
Fractional Leadership
Fractional leadership fits when the analytical need is continuous but a full time hire is premature. The practice carries the roadmap, builds the work, and owns the executive narrative until an internal team is ready to take it.
- Who it suits
- Series C and later, or mid market companies without a head of people analytics.
- Cadence
- One or two days per week, minimum six months.
- What it owns
- The analytical roadmap, the build, and the executive narrative.
Minimum commitment: 6 months
Cadence: 1 to 2 days per week
The objective is not more measurement. It is fewer, better decisions.
— from the practice
03 — Contact