Power BI HR People Analytics: Headcount, Attrition and Hiring Funnel

Saptak Software Labs, a Pune software company of about 520 people, has three different attrition numbers in front of its leadership team, all from the same HR export. In six lessons you and Meera Joshi, Saptak's Head of People & Culture, replace the spreadsheets with one Power BI model where every people number is defined once: a star schema over the HRIS and the applicant tracker, a Date table related to both hire and exit dates, Hires, Exits with USERELATIONSHIP, Headcount on any date (the events-in-progress pattern with REMOVEFILTERS), opening and average headcount, attrition and voluntary attrition, tenure columns and bands with SWITCH(TRUE()), average tenure, first-year exits, a hiring funnel of distinct candidates, offer acceptance by source and time to hire, and finally the People Overview page leadership opens every month.You build in Bartman's in-browser Power BI lab on your own copy of Saptak's data. Every measure is checked on Bartman's servers for the whole company and for every month, year, department or source, so it must respond to filters, not just show the right total. Typical mistakes (headcount that ignores the date, exits counted by hire date, attrition on closing headcount, tenure bands off by an edge, funnels counted in rows) are recognised and explained. Power BI Desktop is optional: download the same data.In the capstone you give your own AI (ChatGPT, Claude, Gemini or Copilot) four HR formulas you have already written and checked, compare its DAX with yours row by row, and log what it got wrong. Bartman checks its formulas the same way it checks yours.

Tools: Power BI, DAX, People analytics, HR metrics, Data modeling, Hiring funnel