About Me
People First, Data Second: I believe data is about people. My mission is to transform workforce analytics into human stories that empower decision‑makers to create fair, sustainable workplaces that value each person.
I turn workforce and business data into AI‑powered, decision‑ready insights that help organizations make smarter, faster and more ethical decisions. After leading HR operations for major brands and startups, I intentionally pivoted into AI‑driven analytics—combining people‑strategy expertise with technical skills in Tableau, SQL, Python and AI tools.
Today I design predictive models, interactive dashboards and AI‑powered assistants that translate complex datasets into clear, actionable strategies for executives. I thrive at the intersection of people, data and technology—where insight meets action. I’m based in Los Angeles and excited to connect and explore how data and technology can transform the workplace experience for everyone.
Key Results & Impact
Reduction in attrition
Decrease in reporting effort
Increase in ramp‑up speed
Reduction in time to hire
Portfolio Projects
Yearly Turnover Rate Analysis
Problem: Understand long‑term turnover trends and retention challenges.
Approach: Analyzed 9 years of HRIS data, segmented by department and tenure.
Impact: Revealed critical turnover spikes in years 2–3, leading to targeted onboarding and development programs.
Workforce Analytics Overview
Problem: Executives lacked a consolidated view of diversity, hiring and engagement metrics.
Approach: Combined multiple HR data sources into a Tableau dashboard with interactive filters.
Impact: Enabled real‑time monitoring of diversity goals and faster decisions in recruitment and engagement.
Workforce Dynamics Deep Dive
Problem: Identify drivers of attrition and productivity variations across departments.
Approach: Integrated survey, hiring and productivity data to uncover correlations and trends.
Impact: Supported evidence‑based adjustments to workload distribution and manager training programs, improving engagement scores.
Recruitment Funnel Optimization
Problem: Inefficient conversion at various stages of the recruitment funnel led to missed hiring targets and candidate drop‑off.
Approach: Mapped the end‑to‑end recruitment pipeline—from applications to offers—tracking conversion rates at each stage by role, source and location.
Impact: Revealed that most candidates dropped off after initial screening, prompting streamlined screening processes and improved candidate engagement.
Diversity Metrics Dashboard
Problem: Executives lacked a consolidated view of diversity, hiring and engagement metrics.
Approach: Combined multiple HR data sources into an interactive dashboard with filters.
Impact: Enabled real‑time monitoring of diversity goals and faster decisions in recruitment and engagement.
Workforce Forecasting
Problem: Inaccurate headcount forecasting caused staffing shortages during peak demand and excess labour during slow periods.
Approach: Built a forecasting model using historical headcount, turnover and hiring data, with adjustable assumptions for growth and attrition. Provided scenario‑based projections over 3, 6 and 12 months.
Impact: Delivered more reliable workforce projections that improved budgeting and capacity planning accuracy by 25%.
Workforce Forecast Preview
Problem: Stakeholders needed an at‑a‑glance summary of future workforce trends without diving into detailed modelling dashboards.
Approach: Created a simplified preview dashboard that highlights projected headcount, anticipated hiring needs and attrition rates.
Impact: Offered executives a quick, intuitive snapshot of workforce projections.
HR Attrition Dashboard
Problem: High employee turnover was impacting team stability and increasing training costs.
Approach: Analyzed HR data to uncover attrition drivers and create interactive visualizations.
Impact: Provided actionable insights to reduce attrition and improve employee engagement.
Insights & Articles
Thought leadership and practical tips on AI analytics, HR and more.
Ethical AI in HR: Challenges, Risks, and Best Practices
Explore ethical considerations when using AI for workforce decisions and learn strategies to promote fairness and transparency.
Read MoreEmployee Engagement Trends Report 2025: McLean & Company Publishes New Research on Shifts Shaping the Workplace
Discover how data‑driven insights can help boost engagement, retention and well‑being across your organisation.
Read More2025 Guide to Predictive Analytics in Recruitment
Learn how to apply predictive models to optimise hiring funnels, reduce time‑to‑fill and improve candidate quality.
Read MoreAI Dashboards
Interactive analytics dashboards showcasing AI data analysis projects.
Intent Distribution
Problem: Identify which intents dominate customer interactions and where coverage gaps exist.
Approach: Labelled chat transcripts by intent category and visualised the counts as a bar chart.
Impact: Revealed dominant and underrepresented intents, guiding prioritisation of training data and customer‑support resources.
Resolution Rate
Problem: Understand how effectively different intents are resolved by the AI system.
Approach: Calculated resolution percentages for each intent and displayed them in a bar chart.
Impact: Highlighted low‑performing intents, enabling targeted improvements to conversational flows and intent models.
Customer Satisfaction
Problem: Assess customer satisfaction across intents to uncover areas needing improvement.
Approach: Aggregated satisfaction scores from feedback and visualised them by intent in a bar chart.
Impact: Pinpointed intents with lower satisfaction, informing product updates and training interventions.
Model Performance
Problem: Track precision, recall, F1 score and misclassification rates across successive model versions.
Approach: Collected performance metrics after each model iteration and plotted them as a multi‑line chart.
Impact: Enabled data‑driven decisions on when to deploy new models and where to focus optimisation efforts.
Predict Employee Attrition
Explore an improved dashboard that visualises attrition risk by department, overtime status and key drivers. Filter by department and discover the top factors influencing turnover.
Explore DashboardOptimize Workforce Planning
Interact with enhanced simulations to see how different attrition and hiring strategies impact headcount over time. Compare scenarios and review a polished workforce summary.
Explore DashboardEngagement Impact
Discover how engagement correlates with productivity and turnover across more departments. Filter and analyse trends, and uncover insights about your workforce.
Explore DashboardFeatured Case Studies
Recruitment Funnel Analytics
Discover how data‑driven funnel analytics cut time‑to‑hire by 24 % and boosted offer acceptance by 8 %.
AI‑Powered Attrition Model
Learn how a predictive model helped identify employees at risk and reduced voluntary attrition by 28 %.
Reducing 90‑Day Attrition
See how predictive and prescriptive analytics can cut early attrition through targeted interventions.
Skills & Tools
Certifications
- Applied AI for Human Resources (LinkedIn Learning, 2025)
- Creating Interactive Tableau Dashboards (LinkedIn Learning, 2025)
- Using Generative AI Ethically at Work (LinkedIn Learning, 2025)
- Generative AI in HR (LinkedIn Learning, 2025)
- Actionable Insights and Business Data in Practice (LinkedIn Learning, 2025)
- RAG Course for Beginners (Simplilearn SkillUp, 2025)
- AI for HR: Workforce Planning & Talent Optimization (In Progress)
- Effectively Leading Digital Transformation (LinkedIn Learning, 2025)
- Workday Reporting & HR Analytics (LinkedIn, 2021)
Professional Resume
For a detailed overview of my work experience and accomplishments, please download my resume.
Download ResumeContact
If you'd like to discuss how I can bring AI‑driven workforce insights to your organization, please get in touch.
Email: tony.abdelmalak@yahoo.com
LinkedIn: View my profile