Consultancy - Power Bi Dashboard
IMPACT Initiatives · Geneva, Switzerland
ABOUT IMPACTFounded in 2010 and headquartered in Geneva, IMPACT Initiatives is a leading applied research organization and the largest independent provider of data in crisis-affected contexts. Through our initiatives: REACH, AGORA, and PANDA; we enable humanitarian and other aid actors to make better, evidence-based decisions by delivering timely, relevant, and methodologically rigorous data and analysis. Our extensive presence across crisis-contexts allows us to collect data directly from crisis-affected people wherever needed, including among the most vulnerable and hard-to-reach.
BACKGROUNDIn 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 ASSIGNMENTThe 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 finalisationFinalise 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 evolutionFinalise 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 completionReorganise 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 reportingComplete 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, i