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Compensation insightAttrition is not only a pay issue. Pay bands interact with tenure, role type, overtime, and satisfaction. Use this view to separate affordability from engagement risk.
This version uses a completely different light SaaS layout and color system: glass top navigation, bento analytics cards, brighter risk coding, and a boardroom-style narrative flow for the IBM HR Employee Attrition dataset.
Click department or role bars to filter the entire dashboard.
Compares workforce size, exit count, and attrition pressure.
Highest attrition pockets requiring action.
Attrition rate split by overtime status.
Role-level attrition rate with employee volume context.
Understand where the employee base sits by department, age, tenure, travel, and distance signals.
Share of total employee population.
Early-career cohorts show higher movement.
Highest churn usually appears in first years.
Attrition by travel frequency.
Ranked by attrition rate.
Income, job level, and attrition economics.
Each dot is an employee sample. Coral dots represent attrition cases.
Lower levels carry different retention economics.
Risk by compensation tier.
Satisfaction and work-life indicators connected to retention risk.
Attrition by satisfaction score.
Attrition by work-life score.
Population mix and attrition exposure.
Executive-ready interventions based on the dashboard risk signals.
Prioritized segments, expected drivers, and recommended actions.