Platforms · UKG
Workforce data that answers business questions.
UKG holds who works where, when and at what cost. Most of the questions leaders ask about it need finance and operations data too. We work with data from UKG: we bring it into a governed foundation, join it to the rest of the business, and keep sensitive employee data visible only to the people who should see it.
Where you might be
The UKG questions we hear.
UKG Pro, UKG Pro Workforce Management and UKG Ready are UKG products. We work with the data they hold; we do not resell or configure UKG itself.
Reports in isolation
The answer needs more than UKG
Labour cost per unit, overtime against demand, turnover against service levels: each needs workforce data joined to finance and operations data that lives elsewhere.
Extracts by hand
Someone exports it every week
Reports are pulled, cleaned and reconciled by hand. We replace that with pipelines that run, alert when they fail and keep the definitions consistent.
AI on employee data
Someone wants to use AI on it
Before AI touches workforce data, the use case needs an owner, a review path and clear limits on what it may decide.
What we build with UKG data
From the workforce record to a decision.
Integrate
UKG data in a governed foundation
Workforce, time and payroll data brought into your analytics platform through supported routes, with pipelines that alert when they fail.
Define
One definition of headcount
Headcount, hours, overtime and labour cost defined once, so HR, finance and operations report the same number.
Report
Workforce dashboards leaders use
Governed metrics in Power BI or Tableau, built around the decisions managers make each week.
Predict
Staffing and demand models
Forecasts that set staffing against expected demand, with a person deciding and the model's limits stated.
Govern
AI governance for HR use cases
Named owners, a review path and decision records for any AI that touches employment decisions.
Adopt
Literacy for HR and managers
Role-based programmes so managers and HR teams read workforce reporting critically and know what never goes into a prompt.
Sensitive by default
Employee data needs tighter controls than most.
Pay, performance and personal details are among the most sensitive data an organisation holds. AI used in hiring and employment decisions also draws specific legal attention in some places, including the EU and Illinois.
- Access by role, designed before the first pipeline runs
- Sensitive fields masked or excluded where the use case does not need them
- Audit logging on the systems we build
- Your cloud, your accounts: employee data stays in your environment
For background, read our guides to the EU AI Act and Illinois AI law. We build controls and evidence; we do not give legal advice.
Related practices
The practices behind this work.
Ways in
Start with a fixed scope.
Starter service · 2–4 weeks · fixed fee
Data Platform Accelerator
A diagnostic of your estate, then a governed foundation with the first sources connected as the pattern for the rest.
See the starter service →Starter service · 2–4 weeks · fixed fee
AI Governance Quickstart
The review path, decision record and policy needed to process one real AI use case.
See the starter service →Business priority
Adoption & Workforce
You shipped it. Is anyone using it?
Read more →Next step
Tell us the workforce question you cannot answer today.
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