Discovery and Requirements Gathering: Curate conducted cross-functional workshops with HR, operations, IT, and clinical leadership to capture:

• Workforce pain points by department

• Key metrics such as staffing ratios, overtime, and absenteeism

• Data sources and current system capabilities

• Short-term and long-term workforce planning goals

Data Integration and Analytics Implementation:

• Data Consolidation: Integrated HRIS (Workday), timekeeping systems, clinical scheduling platforms, and payroll data into a cloud-based data lake.

• Workforce Dashboards: Built interactive dashboards using Power BI to visualize staffing trends, shift adherence, and absenteeism by unit or role.

• Forecasting Models: Implemented time-series models to forecast patient volumes and align required staffing levels.

• Optimization Tools: Developed simulations for staffing reallocation based on anticipated demand and workforce availability.

Process Optimization and Workforce Strategy:

• Dynamic Scheduling: Integrated demand forecasts with scheduling systems to generate optimal shift patterns.

• KPI Monitoring: Established alerts for overtime spikes, shift gaps, and absentee trends.

• Scenario Planning: Enabled what-if analysis for seasonal demand, policy changes, and staffing scenarios.

• Staff Engagement Loop: Collected feedback from employees to inform schedule fairness and flexibility improvements.

Stakeholder Engagement & Change Management:

• Cross-Department Governance: Formed a workforce data council to guide policy and analytics alignment.

• Training and Adoption: Conducted hands-on sessions for managers to interpret dashboards and adjust staffing strategies.

• Feedback Iteration: Refined data models and visualizations based on end-user input over multiple iterations.

• Change Champions: Identified leaders within clinical and HR teams to drive adoption and encourage best practices.