Why having quality HR data is foundational to your HR strategy in summary:
By putting quality HR data at the heart of your strategy, you’ll move from “HR says so” to “HR shows how”. Do this by:
- Auditing your data sources. Identify gaps, be it DEI metrics, exit‑interview themes, or performance ratings.
- Invest in analytics. A modern HR system with data analytics, a small team or single specialist can unlock huge insights.
- Run your first “did you know?” session. Use real metrics to shape your next quarter’s HR roadmap.
- Blend quantitative + qualitative. Pair dashboards with employee stories.
Picture this: you’re in a board meeting, and the CEO turns to you and asks, “What’s really happening with our people right now?”
Now, you could reply with anecdotes, gut feelings or even your own intuition drawn from years of experience… or, you could hit them with hard, undeniable data. That “did you know?” fact – backed by numbers – which earns you a seat at the table, and keeps you there, too!
That’s exactly the point Chloe Quinn, People Director at growing logistics firm Wincanton, and Céline Haffner, HR Transformation Director at Oracle, made in a keynote discussion at this year’s HR Technologies Show in London on building data‑first HR strategies – and you couldn’t have asked for two better speakers!
Chloe has a long and distinguished career in the world of human resources, with over two decades in people management roles, both at corporate and global businesses. Céline on the other hand, has led workforce programmes in complex & matrix-managed organisations across several different industry sectors. So, when it comes to the topic of HR data, both Chloe and Céline know exactly how to make people data work harder – and not to mention smarter – for your organisation.
In their talk, they delved deep into why in the ever-evolving world of HR, quality HR data is foundational and essential to your people strategies. Here’s the full lowdown.
1. “We’re too exposed to fly blind”
Chloe Quinn: “Maybe ten years ago you could’ve gotten away with not being data‑driven. But now? Everyone has access to data, and it’s unavoidable. If you want to progress as an HR leader, you must demonstrate your success quantitatively.”
To kick off the conversation, Céline asked Chloe for her take on HR data, and why it’s become such a vital part of modern HR strategy. Chloe admitted that she didn’t start out particularly tech or systems-focused, but over time, her naturally investigative mindset pulled her in that direction. And in her view, that curiosity is now a must-have for anyone looking to build a successful career in HR.
Chloe Quinn (L) and Celine Haffner (R)
Chloe believed that HR used to get by on a “because I said so” approach, but that just doesn’t fly anymore. HR is under more scrutiny than ever, and instinct alone won’t cut it. What does cut through? Data. When you bring hard metrics to the table – like time-to-fill, turnover rates, or DEI outcomes – you’re not guessing or preaching, you’re proving. And when it comes to HR, showing isn’t just believing: it’s influencing.
Data is essential in influencing decisions because it’s undeniable. Once you have good quality HR data, you have the insights you need to make more intelligent decisions. And, HR analytics are where the gold is for HR personnel; as they can help make sense of it, and guide more strategic decision making.
2. Beware of the latest trends, but find your own focus
“Often our agenda is driven by magazines or conferences. But I want to look beyond that. What’s the real problem I’m here to solve? That’s where data comes in.”
Céline raised a point that whilst good quality data is critical, should HR teams still pay attention to trends? Chloe responded by saying that in the past, much of what HR did was driven on instinct, and what magazines and conferences told them what the trends and agenda should be. Today, Chloe believes people pros need to look beyond that, and look for themselves on what the focus should be, and that’s where data comes in.
Of course, staying on top of industry trends matters. But don’t get distracted by every shiny new fad. Instead, focus on what your own data is telling you. What do your people metrics reveal about engagement, skills gaps, or diversity? Let those insights guide your organisation’s priorities, not the latest industry buzzword.
3. Build your “Locker of Solutions”
Céline Haffner: “You need a locker of solutions – each one backed by data showing why it’s best.”
In addition to being more focused, Chloe believes HR still struggles with its image and demonstrating the value it brings to the table. Part of solving that is showing up to the leadership team with powerful “did you know?” insights straight from your people metrics. Even if those insights are a little sobering, they’re what drive meaningful change. But, more importantly, you must also have solutions.
To build what she calls a “locker of solutions,” Chloe recommends starting with your core HR data – including your key HR metrics. Clean it, organise it, and then empower your analytics function (or a trusted partner) to dive in. Give them the freedom to explore patterns, trends, and outliers that can support your theories or inform your strategy. Then, when it’s time to present your ideas, lead with a well-placed “Did you know…?” and let the data do the heavy lifting in backing up your recommendations.
4. Keep the human touch (with data to back it up)
Chloe: “You don’t have to be a data nerd to be a data‑led leader. You just need the right HR technology to do the heavy lifting, and support your investigations.”
Céline raised an important point: isn’t all this data-focused work a bit daunting for HR professionals? After all, most people in HR didn’t sign up to be data scientists!
Chloe agreed: it can feel daunting at first. But that’s exactly where modern HR systems, especially those with built-in HR analytics software, come into their own. They take care of the heavy lifting, so HR can focus on what really matters: storytelling. When your system lets you easily slice, dice, and interpret data in a way that’s digestible, it becomes much easier to add the context leaders need. For example: “Yes, our voluntary turnover rose by 12% last quarter, but here’s why, and here’s what we’re doing about it.”
5. Engage your people in data collection
Chloe: “If your workforce isn’t contributing the data you need, question your collection methods. Explain why you’re collecting it, and call on people to help drive positive change.”
Céline pointed out that while all those points are valid, none of it’s possible without one crucial ingredient: data. You simply can’t create meaningful insights – or effective strategies – if the data isn’t there to begin with. So, where does it come from?
Chloe agreed, adding that this is exactly why great HR leaders need to be skilled at encouraging employees to contribute to that data. Whether it’s through regular pulse surveys or annual engagement surveys (ideally both!), strong feedback mechanisms are essential for building a strategy that reflects the real needs of your workforce.
However, before launching an engagement survey or new data‑gathering tool, Chloe recommends you tell employees:
- Why we need this info
- How it will be used
- What change it will drive
Transparency builds trust. So, invite their questions. Suddenly, data becomes a shared asset, not a top‑down mandate.
6. Don’t forget qualitative insights
Following on from how to gather your data, Chloe added that numbers tell you “What” and “How much.” But qualitative data tells you “Why.”
She recommends a simple approach to gathering qualitative insights: ask every employee the same four open‑ended questions in your next pulse survey, e.g., “What’s one thing you’d change tomorrow?” Then categorise responses into themes. Blend those stories with your metrics to craft strategies that resonate.
7. Conduct a “Did You Know?” workshop
Wrapping up their conversation, Céline asked Chloe one final question: “If you could do just one thing tomorrow morning to move the needle, what would it be?”
Chloe responded with “Tomorrow morning, gather your brightest HR minds. Ask the ‘did you know?’ question: What’s really going on in our organisation? Does the data confirm our narrative – or surprise us?” And make it a recurring ritual. Treat data not as a report card, but as a conversation starter. Do that, and you’ll be building solid foundations for your HR strategies going forward.
Paul Bauer
Paul Bauer is the Head of Content at Cezanne. Based in the Utopia of Milton Keynes (his words, not ours!) he’s worked within the employee benefits, engagement and HR sectors for over six years. He’s also earned multiple industry awards for his work – including a coveted Roses Creative Award.
