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This project is an exploratory HR dashboard built in Excel to analyze employee demographics, performance, and compensation patterns. The dashboard answers critical HR questions related to workforce structure, performance-based pay, and gender pay equity.

• How many employees do we have, and how are they distributed by age?
• Do we reward performance fairly across salary bands?
• Is there a noticeable salary gap between male and female employees?

Built entirely in Excel, the dashboard includes:

• PivotTables and PivotCharts to aggregate performance by salary band
• Age group segmentation for distribution insights
• Interactive slicers (department, gender, region, manager status)
• KPI Cards: Avg Salary, Avg Age, Avg Tenure, % Top Performers
• Calculated comparisons between male/female salaries

• Exploratory Data Analysis (EDA)
• Excel Dashboard Design
• PivotTables & Charts
• KPI Development
• Gender Pay Analysis
• Data Visualization & Storytelling
• Business Insight Generation

HR Performance Dashboard

• Pay for performance exists but may be inconsistently applied across genders.
• Top male performers earn significantly higher salaries than bottom male performers. This trend that is less pronounced among female employees
• The age distribution leans towards a mature workforce, highlighting a potential need for retirement planning, succession management and generational talent strategies.
• There is a measurable gender pay gap of approximately 10.7%, with female employees earning less on average than their male counterparts. This warrants a deeper root-cause analysis.

Male Performer Salary Tiers

VS

Female Performer Salary Tiers

• Conduct a department-level pay gap analysis to identify whether discrepancies are localized or systemic.
• Review performance-based bonus and salary increase structures for gender parity.
• Use these insights to inform promotion, recognition, and retention strategies.

• Add time-series data to track trends in compensation, hiring, and attrition over time.
• Integrate a deeper pay gap analysis using regression or statistical testing.
• Incorporate attrition data to understand how performance and pay impact employee turnover.