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News
Superannuation Organisation Strengthens Workforce Decision-Making with One Model
“You need a platform that continues to evolve. That was one of the key factors for us.”— People Analytics Senior Manager
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Faster Reporting
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Leader Logins in the First 3 Months
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Reduction in Excess Annual Leave
About Superannuation Organisation
This organisation provides superannuation services and products to a substantial membership base, operating in an environment where accuracy, trust, and accountability are non-negotiable.
As part of a broader transformation across people, process, technology, and data, the organisation began examining the potential of its workforce data. Leaders recognised that while data existed across the business, it was not consistently accessible or reliable enough to support timely decision-making. The goal became clear: to build a stronger People Analytics capability that could support the organisation’s evolving workforce needs.
Together with One Model, the Superannuation Organisation established a reliable analytics foundation. Reporting became faster and more consistent, data quality improved, and workforce insights became easier for teams across the organisation to access and use with confidence.
Manual Effort and Fragmented Workforce Data
Like many organisations, the Superannuation Organisation relied on multiple HR and payroll systems to manage its workforce. Data lived across platforms, which made it difficult to establish a single, consistent view of the workforce.
As a result, reporting required significant manual effort. The People team spent an estimated 230 days each year extracting data, validating it, and rebuilding reports in spreadsheets. This heavy reliance on manual processes not only slowed reporting cycles but also limited the team’s ability to focus on higher-value workforce analysis and forward-looking planning.
In 2022, a workforce planning maturity assessment confirmed what the team experienced daily. The assessment revealed gaps across data, software and tools, and forecasting capability. Fragmented, manual data processes heightened operational and compliance risk, delayed actionable insights, and reduced the team’s ability to influence timely, evidence-based decisions.
“We are not the experts in people analytics. We do not have a large team. We needed a partner who could help us get real value from the product we were paying for.” - People Analytics Senior Manager
The People Analytics team needed to clearly demonstrate how improved analytics would support broader organisational decision making and priorities. The business case was aligned to workforce risk management, capability planning, and better use of data the organisation already had.
Employee engagement data played an important role in this process. By connecting engagement results with workforce trends and leadership priorities, the team was able to show how more reliable and timely insights could support practical, day-to-day decision-making, rather than reporting for reporting’s sake.
This approach helped leaders see the value of a modern analytics platform in concrete terms, which built confidence in the investment and secured executive support.
A Progressive Platform and Trusted Partnership
The Superannuation Organisation selected One Model to support the next stage of its People Analytics journey.
One Model brought together data from multiple HR and payroll systems into a single, consistent data model. This created a reliable foundation for reporting and workforce analysis, while reducing reliance on spreadsheets and manual data preparation.
Just as important was the partnership itself. The organisation valued One Model’s collaborative approach and clear product roadmap, which aligned with its longer-term People Analytics goals.
“You need a platform that continues to evolve. That was one of the key factors for us.” - People Analytics Senior Manager
Time Back, Better Visibility, and Trusted Insights
The impact of the new approach was evident soon after implementation. Each hour spent working in One Model replaced up to seven hours of manual reporting effort. For the small People Analytics team, this translated into nearly a full month of capacity regained each year. That time could then be redirected towards higher value workforce analysis and planning.
Processes that previously took five days and relied on 32 separate spreadsheets now update overnight. Leaders can access current workforce information without delays, rework, or uncertainty about data accuracy.
Real-time visibility into leave balances enabled proactive workforce management, contributing to an 11% reduction in excessive annual leave. Adoption was swift – over 300 logins in the first three months, with leaders viewing two to three storyboards per session and using insights to guide decisions across the organisation.
What the Superannuation Organisation is Working Towards
The Superannuation Organisation is advancing its workforce planning capabilities through incorporating scenario planning and “what if” modelling. Quarterly storyboard conversations with department heads help evaluate strategic objectives and understand workforce impacts alongside operational needs, anchoring these discussions in clear, data-driven insights.
A priority moving forward is optimising these storyboards for easier access and stronger executive engagement. By simplifying how information is organised and delivered, the organisation aims to make insights more intuitive and actionable for senior leaders.
The Superannuation Organisation is also driving greater granularity in its people insights. Engagement measurement is expanding to the organisational unit level, and survey and sentiment data have been integrated into the workforce data core. This foundation supports more advanced modelling, particularly to better understand and predict attrition.
Looking ahead, the organisation plans to explore AI and machine learning capabilities. This includes rolling out models such as flight risk and aligning with One Model’s AI roadmap to further mature its people analytics capability.
Reclaimed 230 Days of Capacity
Freed the People team from manual reporting tasks, creating more time for strategic workforce analysis and planning.
Delivered Insights Up to 7x Faster
Replaced spreadsheet-driven reporting with automated workforce insights that supported faster decision-making.
Reduced Excess Leave by 11%
Provided real-time visibility into leave balances, helping leaders proactively manage workforce availability.
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