Hinada NeironImagine this. It’s Monday morning, you open your laptop and there are three new messages. One from the CFO requesting workforce cost projections. Another from the CEO asking about talent gaps. The third is from a team lead asking for help with retention.
These scenarios are becoming increasingly common. HR is no longer just about policies and processes. Leaders are increasingly being asked to solve core business challenges. Since 2020, 77% of global HR leaders say their role has become more strategic. They are now expected to lead transformation, shape workforce strategy and deliver measurable outcomes.
Yet while the expectations of HR have evolved, the tools they have to demonstrate their impact lag behind. A key reason is that core metrics being used in HR still focus on the likes of headcount and absenteeism. This level of reporting leaves almost zero opportunity to prove their strategic value. So, how can HR leaders change this?
That answer lies in turning everyday HR workflows into actionable insights that can move the needle on key performance indicators (KPIs). Metrics such as retention rate and time-to-hire can and should link people strategy directly to business performance. With 55% of HR leaders expecting to be asked to demonstrate measurable strategic outcomes within the next five years, the need to quantify HR’s business impact for the boardroom has never been greater.
Turning documentation into insight
However, the issue isn’t that HR teams suffer from a lack of data. They actually suffer from a lack of usable insight. Every stage of the employee lifecycle generates information, from contracts and onboarding forms to performance reviews and exit interviews. Yet too often, this data sits locked away in static files, disconnected from the systems that inform decision-making.
The future of HR depends on embedding automation and artificial intelligence (AI) into its operating model. The foundation for this begins with digitising personnel files, automating document workflows and ensuring data is consistent and structured. Once these systems are in place, documentation transforms from static records into a living source of intelligence, empowering HR to make faster and better-informed decisions.
Real-time visibility enables HR to identify inefficiencies in hiring and onboarding, spot risks such as disengagement or attrition, track compliance accuracy and uncover opportunities to improve processes.
Building a KPI-ready HR function
To move from reporting to impact, HR teams also need a clear and structured approach to defining and tracking KPIs that align with business goals. The first step is alignment. HR metrics must reflect wider organisational priorities, whether that’s cutting costs or boosting productivity.
Next, HR leaders should evaluate metrics across the entire employee lifecycle. This means setting clear KPIs for recruitment, development, engagement, and offboarding. Effective KPIs follow the SMART framework – specific, measurable, achievable, relevant and time-bound. They’re not just numbers to collect, but meaningful indicators that shape planning, highlight risks and guide investment decisions.
Start with a baseline and set realistic targets. Use past business performance or industry benchmarks to see where you stand, then define goals that show progress. Analytics tools make this easier by visualising data in real-time, helping HR track trends and fix issues early. Regular reviews keep metrics relevant and actionable.
For example, a global organisation automated document workflows for new hire contracts. Manual approvals once caused delays and slowed recruitment. By analysing workflow data, HR found bottlenecks and redesigned processes, resulting in faster onboarding, a better new-hire experience, and improved retention.
The real value of KPIs emerges when insights are shared and acted upon. By communicating performance data across HR and leadership teams, organisations can justify investments, redesign processes and continually enhance the employee experience.
Why KPIs matter now more than ever
As employee expectations shift and generative AI rises, HR is moving from operational support to a central driver of business strategy. The opportunity now is to move beyond reporting and deliver measurable impact. For HR leaders, that means using data to shape long-term transformation. For HR managers, it means streamlining operations and improving the employee experience.
Together, these capabilities position HR as a proactive, data-driven partner that drives measurable change.
Hinada Neiron is head of global marketing and alliances at aconso
