Sample
Executive People Dashboard
"How is the workforce evolving vs strategy?"
HeadcountFTEPeople costTurnoverAbsence
- Key insight
- Surface workforce shifts before they hit P&L.
- Business value
- Board-ready visibility across regions.
Open to HRIS, People Analytics & HR Transformation roles
Turning complex HR operations into systems people trust.
I work with HR, payroll and business teams to simplify how work gets done — better processes, cleaner data, and reporting people actually use to decide.
Operate
HRIS · Payroll · WFM
Analyze
Power BI · KPI design
Transform
Automation · AI in HR
people-ops · executive view
LiveHeadcount
4,182
+2.4% vs prev
Retention
93.1%
+1.1% vs prev
Time to Hire
27d
-3d vs prev
Workforce trend
FTE · rolling 12 months
Automation pipeline · nightly
Ingest
Validate
Enrich
Publish
AI signal
Attrition risk +12% in Ops · reallocate Q4 workload
Data quality
98.6%▲ 0.4
SuccessFactorsEmployee Central · Payroll
SAP FieldglassWorkforce management
Power BICertified Data Analyst
ServiceNowHR service delivery
Excel · DAXAdvanced modeling
EN · FR · SVInternational delivery
About
Where HR, technology and analytics meet
Portrait
Léo Guignard Adler
Stockholm · Seoul
International profile
Sweden · South Korea · EU
I help HR teams simplify complex processes through HR technology, analytics and automation.
Over the past seven years, I've worked across global HR operations, payroll and HRIS, partnering with international teams to improve processes, implement systems and turn data into better decisions.
My focus is simple: building practical solutions that reduce manual work, improve data quality and help HR deliver greater business value.
Focus
HRIS · Analytics · Ops
Languages
EN · FR · SV
Approach
Structured · Analytical
Interests
AI in HR · Product
Career snapshot
What I bring, in short
The factual version — no adjectives.
7+ years
HR operations, payroll and workforce management
Enterprise HRIS
SAP SuccessFactors — EC, ECP and PCC
Global delivery
International HR and payroll teams
Analytics
Power BI reporting and KPI design
Process improvement
Standardisation and automation of manual work
Stakeholders
HR, payroll, finance and business leads
Expertise
Four capabilities, one operating model
Operations, systems, analytics and change — treated as one stack.
HR Operations
- Employee lifecycle
- HR service delivery
- Compliance & data quality
- Process governance
HR Technology
- SAP SuccessFactors (EC · ECP · PCC)
- SAP Fieldglass
- ServiceNow
- Testing, rollout & user support
People Analytics
- Power BI & advanced Excel
- KPI design
- Management reporting
- Decision support
Transformation & AI
- Process improvement
- Workflow automation
- AI-assisted HR processes
- Target operating models
HR Analytics Lab
Dashboards built around the business question
Every view starts with a decision someone has to make. Then the data.
Headcount
4,182
+2.4% QoQ
Retention
93.1%
+1.1 pts
Time to hire
27d
−3d
Data quality
98.6%
▲ 0.4
100%
72%
48%
28%
14%
Recruitment Analytics
"Where is our hiring funnel underperforming?"
Time to hireFunnelOffer acceptanceSourceCost/hire
- Key insight
- Identify drop-offs and best-performing sources.
- Business value
- Faster, more cost-efficient hiring.
Sample
Workforce Operations
"Are we staffed correctly against demand?"
TimeOvertimeAbsenceStaffingSLA
- Key insight
- Balance workload before overtime spikes.
- Business value
- Higher productivity, lower burnout risk.
Want to see how these come together?
Explore end-to-end analytics projects with dashboards, data models and the business questions behind them.
Role-based views
One data model. Four audiences.
The same HR data, surfaced differently for each decision-maker.
Employee
"What's mine, when?"
- Payslips
- Absence balance
- Requests
- Personal data
Manager
"How is my team doing?"
- Team roster
- Approvals
- Absence heatmap
- 1:1 signals
HR Business Partner
"Where should I intervene?"
- Attrition risk
- Comp bands
- Talent flow
- Cases
Executive
"Are we on plan?"
- Headcount vs plan
- People cost
- Retention
- DEI KPIs
Selected Projects
Concept work, built to think through the problem
These are independent concepts and anonymised cases — not client deliverables. They show how I reason about systems, data and workflows.
Product concept · Personal project
01 / AI-driven HR platformAI-driven Global HR Platform
One system, four audiences, an AI copilot in the middle — a modular HR platform where operations, analytics and self-service stop being separate products.
Problem
Fragmented HR systems, manual work, weak insight.
Vision
Unified platform with AI-assisted operations.
Target users
HR ops, HRBPs, managers, employees.
Architecture
Modular services · event-driven · secure API layer.
Analytics
Embedded dashboards & KPI library.
Roadmap
Self-service → automation → predictive AI.
Core modules
Employee profilesOrg structureTime & absencePayroll inputsApproval workflowsReportingAI assistantSelf-service
people-os · workspace
KPI
4,182 FTE
KPI
€ 42.1M
KPI
93.1%
AI: "Overtime rising in Region East · propose reallocation"
System architecture
Event-driven, layered by concern
Experience
Employee appManager hubHRBP consoleExec dashboard
Services
WorkflowsApprovalsAI assistantNotifications
Domain
PeopleOrgTimePayrollAbsence
Data & Integrations
Event busAPIsWarehouseSuccessFactorsFieldglass
Event-driven · API-first · role-based access · full audit trail.
Workflow · New hire onboarding
From offer to first paycheck
1
Offer accepted
Recruiter · SuccessFactors
2
Profile provisioned
System · Employee Central
3
Equipment & access
IT · ServiceNow
4
Day-1 checklist
Manager · People OS
5
Payroll onboarded
HR Ops · EC Payroll
Cycle time
5d → 1d
Manual steps
12 → 2
Errors
−78%
Concept project · Independent design
HR Dashboard & Reporting Concept
A self-initiated design for how HR reporting could work end to end.
- Report generator
- Drag-and-drop dashboard builder
- Role-based data access
- Export to Excel & PDF
- Predictive analytics suggestions
- Saved & shared dashboards
- Data permissions
- HR KPI library
Anonymised case study
Workforce Management · Process Improvement
A generalised account of real work, with client details and figures left out.
- ChallengeManual coordination, inconsistent time data, delayed invoicing.
- AnalysisMapped end-to-end flow with stakeholders across ops, finance and clients.
- Root causeFragmented tools and unclear ownership between teams.
- SolutionStreamlined workflow in SAP Fieldglass, KPIs in Power BI, ticket triage in ServiceNow.
- ResultFaster cycle time and improved data quality (figures available on request).
- LessonsProcess design must precede tooling; adoption depends on clarity.
How I Think
Problem → data → system → outcome
A repeatable operating loop for HR problems worth solving.
- 01
Understand the Problem
- Clarify business needs
- Identify stakeholders
- Define desired outcomes
- 02
Analyze the Data
- Review available data
- Identify patterns
- Validate assumptions
- Find root causes
- 03
Design the Solution
- Map the process
- Define requirements
- Evaluate systems & automation
- 04
Implement & Collaborate
- Work cross-functionally
- Test solutions
- Document processes
- Support users
- 05
Measure & Improve
- Define KPIs
- Monitor outcomes
- Gather feedback
- Continuously improve
Process map
What a solved HR problem looks like
Input · symptoms
- Manual time coordination
- Inconsistent data across tools
- Delayed invoicing
- Recurring escalations
Transformation
- Map end-to-end flow with owners
- Redesign in HRIS
- KPIs & alerts in Power BI
- Triage in ServiceNow
Outcome · measured
Cycle time−60%
Data quality98.6%
Escalations−45%
Adoption> 90%
Experience
Professional Experience
A clear progression from finance operations to workforce management, HR operations and enterprise HRIS — built on data, systems and continuous improvement.
Oct 2025 – Mar 2026
Senior HR & Payroll Specialist
SD Worx Sweden AB
- Delivered global HR and payroll operations for enterprise clients, keeping monthly cycles accurate and on time.
- Improved payroll data quality by tightening upstream checks between HR, payroll and finance.
- Optimised recurring processes with HR and business stakeholders, reducing manual corrections.
- Supported international teams through change, from requirements to day-to-day operations.
Apr 2023 – Jun 2025
Process Lead Support — Payroll & Workforce Management
ManpowerGroup Sweden AB
- Designed KPI reporting and dashboards that gave operations and client teams a shared view of performance.
- Automated manual reporting and invoicing steps, shortening cycle time and cutting rework.
- Implemented process improvements across large enterprise accounts and documented them for reuse.
Jun 2022 – Apr 2023
Business Advisor — Payroll & Workforce Management
ManpowerGroup Sweden AB
- Improved client workforce processes by mapping the end-to-end flow and removing unclear ownership.
- Turned operational data into concrete improvement cases for client and internal stakeholders.
- Supported workforce planning decisions with clearer, more reliable reporting.
Sep 2020 – Jun 2022
Finance Specialist — Payroll & Workforce Management
ManpowerGroup Sweden AB
- Delivered financial administration for workforce services with a strong focus on accuracy and controls.
- Built the analytical foundation later applied to workforce and HR operations.
- Selected for the ManpowerGroup Future Leader Program.
Education
Stockholm University
Bachelor of Science
Applied Social Research
Hankuk University of Foreign Studies
Exchange Programme
Seoul, South Korea
Core Expertise
HR OperationsHRISPayrollPeople AnalyticsProcess ImprovementSAP SuccessFactorsPower BIServiceNow
Languages
EnglishProfessional
SwedishNative
FrenchNative
KoreanIntermediate
Tools & Systems
A modern HR technology stack
Enterprise-grade systems used across HR operations, analytics and service delivery.
HR Systems
SAP SuccessFactorsSAP Employee CentralSAP Employee Central PayrollSAP Payroll Control CenterSAP Fieldglass
Analytics
Power BIAdvanced ExcelIBM Cognos
Service & Collaboration
ServiceNowSharePointMicrosoft 365
Services
What I'm usually brought in to fix
Open to employment, freelance and consulting work.
Processes that hold up in practice
- Map how work actually flows today
- Remove the steps nobody needs
- Fewer handovers, fewer exceptions
Reporting leaders can decide on
- Executive-ready Power BI dashboards
- Operational KPIs with clear definitions
- One number, one owner, one source
HRIS work that sticks after go-live
- Requirements written in business terms
- Testing, rollout and user support
- Data quality you can rely on
Less manual work, week after week
- Automate recurring admin
- Standardise across countries and teams
- Faster cycle times without more headcount
A realistic view of HR technology
- Where a system helps — and where it won't
- Practical AI use cases in HR
- A roadmap sized to the team you have
Have a project in mind?
Let's discuss how HR technology and analytics can move your operation forward.
Insights
Notes on HR technology, data and operations
Short pieces on how HR teams can work better with systems, data and automation.
Analytics5 min read
Why Most HR Dashboards Fail
They answer questions nobody asked. Start with the decision.
Read moreHR Operations5 min read
Payroll Data Quality Is an HR Problem
Most payroll errors are born upstream, long before the run.
Read moreHR Technology6 min read
HR Systems Don't Fail — Their Processes Do
Configuration rarely fixes an unclear way of working.
In writingThe views shared here are based on my own professional experience and reflections within HR Operations, HRIS and People Analytics. They are intended to encourage discussion and continuous learning.
Contact
Let's talk
Open to HR Operations, HRIS and People Analytics roles, plus selected consulting work. Email or LinkedIn is usually quickest.
Based in Sweden, working internationally. Email and LinkedIn are the fastest ways to reach me.