People Analytics in Practice Series: Applying Data to Strategic HR Decisions
On June 18, 2025, the Society for People Analytics (SPA) hosted the second session of its People Analytics in Practice webinar series, exploring how data powers strategic HR decisions. This session examined the application of people analytics across selection and assessment, executive development, and organizational strategy, highlighting how data-driven insights are shaping better business and talent outcomes.
Panelist Introductions
The webinar kicked off with each panelist introducing themselves and creatively explaining their jobs as if they were talking to a fifth grader—offering a relatable window into their day-to-day work:
Krystyn Ramdial described her role as building the best team for a theater production, but for real jobs—matching people’s skills to roles for optimal success.
Nick Hudgell explained his job as helping adults do their best at work, drawing an analogy to teachers helping kids in school.
Elizabeth Monahan Rushing compared her work to giving people tests that show what they need to improve, so leaders can better support their teams.
Maria Nolazco described herself as a detective in a big school, looking for clues in data about how people feel and act, and sharing those insights with leaders so they can improve the work environment.
From Data Points to People Stories
A central message from the panel was the importance of seeing data not as abstract numbers but as reflections of real people. Maria described how analysis of early exits revealed role clarity—rather than compensation or performance—was the primary driver of attrition in a hyper-growth environment. By focusing on this context, her team was able to shift conversations from blaming individuals to improving job expectations, resulting in meaningful change.
Elizabeth shared how executive assessments, when thoughtfully designed, go beyond ticking boxes. By providing leaders with clear, targeted feedback, assessments can drive individual growth and reveal trends across leadership cohorts—enabling better talent investments at scale.
Context Beats Complexity
Another standout insight was that no amount of technical sophistication can compensate for a lack of context. Krystyn described how analyzing global hiring funnels showed her that applying one-size-fits-all metrics across countries misses critical nuances. Maria noted that even a technically perfect model can fail if it doesn’t align with the organization’s current priorities or leadership mindset. She emphasized that context—timing, trust, and relevance—often matters more than complexity when it comes to making an impact.
Proactivity, Not Just Order-Taking
Panelists emphasized that impactful people analytics teams don’t simply wait for requests. Nick shared how embedding his team in strategic discussions allows him to identify emerging business questions and prepare data ahead of time. Elizabeth explained how proactively monitoring talent processes enables her team to surface insights before leaders even realize they need them. This anticipatory approach builds credibility and creates opportunities to influence decisions.
Making Data Approachable
Panelists shared practical strategies for translating insights into actions leaders will understand:
Focus on clear, memorable sound bites that tie directly to business priorities.
Translate data into outcomes leaders care about, like retention gains or reduced hiring costs.
Provide actionable next steps alongside insights.
Adapt communication to the audience’s comfort with data, avoiding jargon and technical overload.
Elizabeth recommended framing insights in terms of investment—using dollar amounts to quantify the value of programs or the cost of attrition—because financial language resonates strongly with leadership teams.
Favorite Metrics: What Signals Matter Most
Panelists shared their favorite “canary in the coal mine” data points that help them quickly diagnose organizational health:
Maria looks at organizational and level mix, timing in role, and sentiment analysis on engagement surveys.
Nick monitors engagement survey response rates, noting that non-responders can be an early red flag.
Elizabeth tracks conversion rates in succession plans to measure whether planned moves actually happen.
Krystyn focuses on funnel metrics like speed to hire and quality of hire, always considering local context.
These favorite metrics demonstrate that the right signals—used proactively—can guide leaders to address challenges before they escalate.
The Skills No Course Can Teach
When asked what they learned on the job that no certificate or degree prepared them for, panelists offered powerful advice:
Context beats complexity: timely, relevant data matters more than perfect data.
Asking great questions is more valuable than technical mastery—understanding what leaders truly need drives better analysis.
Remembering that data points represent real people helps maintain compassion and builds trust.
Balancing simplicity with transparency: leaders don’t need every detail, but they do need to trust your process.
Maria summarized it well: trust, timing, and relevance often matter more than technique, and it’s in these areas that real impact happens.
Key Takeaways and Next Steps
This conversation reinforced a powerful call to action for people analytics professionals:
Move beyond order-taking to become proactive partners who engage early with leaders.
Humanize your data by framing it in the context of people’s experiences, challenges, and successes.
Focus on context, simplicity, and storytelling when sharing insights—these resonate more than technical jargon.
Balance technical skills with business understanding and empathy; remember that every metric is tied to a person.
For practitioners and leaders alike, the next step is to reflect on how you’re using analytics today. Are you simply reporting on what’s happened, or are you anticipating challenges, asking better questions, and shaping more strategic decisions? Building these habits will move your people analytics practice from reactive reporting to a proactive driver of organizational success.
Get Involved with SPA
SPA is actively seeking members to contribute to its various initiatives. If you're passionate about people analytics and want to make a difference, visit societyforpeopleanalytics.org to learn more about how you can get involved.
