Problem
Compliance data lived in silos. Different HR teams tracked training completions in Workday, policy acknowledgments in ServiceNow, certifications in spreadsheets, and regulatory filings in yet another system. The compliance team had no single view of where the organization stood on any given measure. Identifying who was out of compliance required manually pulling reports from each system, cross-referencing employee IDs, and compiling results—a process that could take days and was outdated by the time it was finished.
Constraints
- Data scattered across Workday, ServiceNow, Cornerstone, and multiple manual tracking spreadsheets
- Each source had different data models, refresh cadences, and access controls
- Compliance measures varied by region, business unit, and role type
- Needed to respect data sensitivity—not all compliance officers could see all employee data
- Zero appetite for a multi-month implementation; the team needed results quickly
Approach
- Mapped the compliance landscape — Catalogued every compliance measure tracked across the organization, identifying the source system, data owner, refresh frequency, and current tracking method for each
- Designed a unified data model — Built a normalized schema that could ingest data from all source systems and map it to a consistent employee-measure-status structure
- Built automated data pipelines — Created scheduled ETL jobs pulling from Workday APIs, ServiceNow tables, and Cornerstone exports, with error handling and data quality checks at each stage
- Developed the PowerBI dashboard — Designed an executive-level overview with drill-down capability by business unit, compliance category, and individual employee status
- Implemented automated alerts — Configured threshold-based notifications that automatically flagged employees approaching or past compliance deadlines, routed to the appropriate compliance officer
- Added action workflows — Built one-click remediation paths directly from the dashboard—sending reminders, scheduling training, or escalating to management without leaving the interface
Outcome
- Visibility: From days of manual compilation to real-time, always-current compliance status across every HR measure
- Response time: Compliance officers could identify and act on gaps in minutes instead of days
- Alert automation: Eliminated the need for manual deadline tracking entirely—the system proactively surfaced issues before they became violations
- Audit readiness: Any compliance measure could be reported on instantly, with full historical trend data
What I'd Do Next
- Add predictive modeling to forecast compliance risk based on historical patterns
- Integrate with learning management systems for automatic training enrollment when gaps are detected
- Build a self-service layer allowing business unit leaders to monitor their own compliance posture