Consultancy - PowerBi Dashboard

BACKGROUND

In April 2026, the IMPACT HR Department initiated the development of an HR Power BI Dashboard to strengthen data-driven decision-making and improve workforce planning across the organization. The project responds to the current fragmentation of HR data across multiple systems, including the software where our base of employees is (CORE), JIRA, and country-level trackers, which requires significant manual consolidation and limits timely access to strategic workforce information.

The purpose of this assignment is to finalize, validate, and fully operationalize the HR Power BI Dashboard by developing automated data integrations, ensuring data quality, and delivering user-friendly reporting tools. The dashboard will serve as a centralized source of HR information, providing real-time visibility on key workforce indicators and reducing administrative reporting efforts.

The dashboard is expected to provide automated reporting on key HR metrics, including workforce composition, recruitment performance, vacancy management, turnover, expatriation processes, contract management, diversity indicators, and workforce planning trends, enabling HR and senior leadership to make informed and timely decisions.

THE ASSIGNMENT

The assignment consists of finalizing, validating, and operationalizing IMPACT’s HR Power BI Dashboard to establish a centralized, automated, and reliable HR analytics platform. The overall objective of the assignment is to strengthen data-driven decision-making, improve workforce planning capabilities, and enhance the efficiency, quality, and accessibility of HR reporting across the organization.

The consultant will begin by conducting a review of existing HR data sources, reporting processes, and dashboard requirements to assess current functionality, identify data gaps, and validate business needs. Based on this assessment, the consultant will design and implement the required technical solutions to integrate data from CORE, JIRA, and other relevant HR data sources in excel files into a single reporting environment.

Building on these integrations, the consultant will finalize and refine interactive Power BI dashboards that provide real-time visibility on key HR indicators, including workforce composition, recruitment performance, retention and turnover trends, diversity metrics, expatriation processes, contract management, and workforce planning. Particular attention should be given to ensuring data accuracy, consistency, user experience, and alignment with the reporting needs of HR Leadership and Senior Management.

The consultant will also establish appropriate data validation and quality assurance mechanisms to ensure the reliability and sustainability of the dashboard over time. Comprehensive technical documentation and user guidance materials will be developed to support future maintenance and administration of the platform.

Finally, the consultant will conduct testing, validation, and knowledge transfer sessions with relevant stakeholders, incorporate feedback into the final product, and support the deployment of a fully operational HR Power BI Dashboard. The assignment should ensure that IMPACT possesses a sustainable, user-friendly, and scalable HR reporting solution capable of supporting strategic workforce management and organizational decision-making.

The consultant will be expected to review and finalise the existing HR Power BI dashboard, building on the work already completed. The assignment should focus on correcting identified data and categorisation issues, integrating missing historical data sources, developing missing or enhanced indicators and visuals, and improving the usability of the dashboard.

The existing dashboard and the detailed HR Dashboard Gap Mapping will be provided as reference material for the consultancy work.

Deliverable 1: Workforce dashboard finalisation

Finalise the“IMPACT’S Workforce: all staff” dashboard, including:

• Review and correct the workforce categorisation and mapping, in particular the treatment of National Staff, International Staff, Global non-HQ staff and HQ Staff.
• Establish the required connection to the relevant National Staff Excel data source, including the historical source required to report workforce evolution.
• Add HQ Staff to the gender split.
• Add workforce evolution including National Staff.
• Enhance geographic reporting with a graph showing staff distribution by country and staff type, with particular visibility of the National versus International split and percentage by country.

Deliverable 2: Global and International staff profile and evolution

Finalise the current HQ/International staff profile and evolution pages around the revised population definition: eg Global (HQ-based staff, International Staff working for Geneva/Global teams and SYNI) and International (non-Global International Staff). Apply this categorisation consistently to the relevant metrics, visuals and filters.

Develop or adjust the following:

• Numerical staff distribution by country, complementing the existing map, with comparison against the equivalent point one year earlier.
• Average age evolution allowing analysis by Global versus International population, in addition to the existing analysis by grade.
• Review the categorisation used in relevant grade and contract-type visuals.
• Redesign the filters so that they are useful and consistent across the relevant dashboard pages.
• Where required because current 2025 data is not reliable, connect the relevant historical Excel data source (excel file) for historical comparisons.

Deliverable 3: Diversity dashboard redesign and completion

Reorganise and complete the diversity reporting, including:

1) Overall GN/GS ratio monitoring. Develop an overview allowing HR to monitor:

• overall Global South/Global North ratio for the combined relevant workforce at the selected reporting date; evolution of the GS/GN ratio;
• GS/GN ratio by grade; evolution of this ratio by grade.

2) Diversity profile: Develop a complementary diversity profile in which the GN/GS filter operates on the relevant analytical visuals, including:

• contract type;
• gender;
• country of assignment;
• nationality list/ranking.

Ensure that the nationality ranking can be filtered by GN/GS so that Global South nationalities can be isolated without requiring a duplicated page.

In addition:

• Restore an expatriation evolution visual and create/connect the required historical Excel-based source.
• Include the National versus International share of surges within the diversity dashboard as an indicator of National Staff deployment, even if this information is also available within surge reporting.

Deliverable 4: Staffing dashboard, vacancy reporting

Complete and enhance vacancy/recruitment reporting, including:

• Integrate the historical Excel source for vacancies, correcting/reconciling reporting for 2025 and earlier with the current data.
• Add a historical view of the number of vacancies remaining open at the end of each month.
• Develop vacancy-rate reporting, with clear numerator and denominator definitions.
• Develop a separate due-vacancy rate, covering vacancies already due versus the relevant total population of positions.
• Add the split of vacancy openings between New Position and Replacement.
• Add reporting on the initial planned duration of positions opened, including:
  • overall average initial duration;
  • breakdown by country where supported by the source.
• Add vacancy closure outcomes using the relevant historical/agreed categories, including National Recruitment, Internal Mobility, External Recruitment and Cancelled Position.
• Add reporting on positions closed by candidate type, including External Recruitment, ongoing staff and former staff.

Deliverable 5: Recruitment duration analysis

Develop a coherent duration-to-close analysis for recruitment, including:

• overall average duration to close a position;
• duration by closure/recruitment type, including external versus internal;
• duration by country;
• duration by grade.

The dimensions should work as filters or drill-downs around the same core duration metric rather than as disconnected measures.

The consultant should also review the existing operational time_to_done_hours measure against the recruitment duration-to-close definition and ensure that the appropriate metric is used for HR recruitment reporting.

Deliverable 6: Surge reporting

Complete the surge reporting, including:

• Integrate the historical Excel source for surges, correcting/reconciling reporting for 2025 and earlier with the current data.
• Add a country breakdown/ranking of surge requests opened, allowing HR to identify the countries generating the highest surge demand.
• Add the number/share of surges filled by National Staff versus International Staff, including historical evolution where the data allows.

Deliverable 7: Staff retention, exits and turnover

Introduce Staff Retention Rate as a headline KPI at the beginning of the “Staffing our Teams dashboard”.

In addition, develop the underlying exit/turnover reporting, supported by the current source and historical Excel data, including the required voluntary/non-voluntary exit analysis and associated historical reporting.

Deliverable 8: Staff Performance and Development indicator

Introduce a new Staff Performance and Development indicator showing: % of eligible staff with an appraisal carried out during the past year. The metric definition and treatment of the reporting/reference period should be validated during implementation.

Deliverable 9: Contractual visibility

Develop the contractual-visibility reporting using the already connected current data source, including:

• contract duration of current International Staff in Grades 3 and 4;
• contract duration granted to newly onboarded International Staff in Grades 3 and 4;
• number of International Staff whose contracts end within the following four months, by grade;
• International Staff whose contracts end within the following four months as a percentage of total International Staff;
• The existing source is connected, but the usability/readability of this reporting needs to be improved.

Deliverable 10: Cross-cutting data validation and technical documentation

• For all developments and data-source integrations described in the deliverables above, the consultant will:
• reconcile newly integrated historical data with current reporting to ensure continuity of the relevant indicators;
• validate the calculations developed or modified as part of the assignment;
• test and resolve identified inconsistencies in workforce categorisation and other reporting logic;
• document the principal calculation rules and definitions used for the new or modified indicators;
• document the relevant data sources, source dependencies and connections introduced or modified through the assignment;
• document known data-quality limitations that cannot be resolved within the scope of the consultancy;
• provide sufficient technical documentation to allow the HR team or a future Power BI developer to understand and maintain the solution.

Deliverable 11: Final dashboard testing and handover

Following completion of the developments above, the consultant should:

• conduct functional testing of the new and modified measures, visuals and filters;
• support HR validation against the agreed gap/needs mapping;
• correct issues identified during validation;
• ensure consistent filter behaviour across the dashboard;
• provide the final updated Power BI dashboard together with the information required for its continued maintenance.

The list above describes the substantive development requirements to be costed by the consultant. Existing visuals and functionality that are to be retained without substantial modification, as well as minor dashboard clean-up such as removal of obsolete visuals, are not listed as separate deliverables. The detailed HR Dashboard Gap Mapping will be shared with the selected consultant as the functional reference for implementation.