Visier People® Transform

Introduction

Visier People^® Transform is a market-leading AI application that solves your most critical workforce challenges.

We’ve identified the core business challenges, impacted by people, that must be solved with AI-powered analytics and assembled them into a single comprehensive offering. From retention and compensation to mobility and span of control, Transform enables you to rapidly move the needle on the HR challenges that matter most. This package delivers a guided experience that includes world-class analytic software augmented with a range of powerful AI capabilities. In addition, Transform contains the tools and capabilities that allow you to add any form of business data you need to drive productivity. You can load, model, integrate, secure, and distribute the additional business data that is crucial to impacting your business results.

Visier People Transform is the proven, AI-first application that you need to launch, scale, and modernize your people analytics delivery. Move from manual, hand-crafted analytics to autonomous and AI-augmented insights, bringing a tenfold increase in your impact on the business. With Transform, analysts and administrators can ingest, model, and blend people and work data for key insights, all while inheriting robust security and governance automatically. Your options for bringing value to your business through people and work data are unlimited.

What value is delivered?

Visier People Transform is a collection of expertise, best practice metrics, discovery and insight distribution capabilities that solve your most pervasive and compelling business problems. The unique problems solved by Visier People Transform are listed below:

• Headcount and Demographics: Provides a detailed and comprehensive view of past and current employees within an organization. This enables the organization to gain a clear understanding of the composition of its workforce, facilitating decision-making related to employee placement, identification, employment location, and organizational structure with confidence and accuracy.

Why is it important? Difficulty obtaining timely and accurate headcount data can either cause delays in timely decision-making or result in poor decision-making. This can undermine trust in HR as a strategic partner of the organization.

• Turnover, Resignation Predictions: Provides a comprehensive understanding of employee exits and those at risk of leaving an organization, which helps in identifying key drivers of resignation, predicting future exits, and making informed decisions related to recruitment and retention strategies.

Why is it important? High attrition has detrimental impacts on your organization, including reduced productivity, loss of expertise and knowledge, and significant costs to rehire and train new employees.

• New Hire Retention: Provides a comprehensive understanding of new hire exits and those at risk of leaving an organization, which helps in identifying turnover hotspots, predicting future exits, and prioritizing recruitment and retention efforts.

Why is it important? The cost of replacement for each new hire that turns over is up to 2x their annual salary. In addition to these hard costs, the delays in getting a fully ramped replacement in a role puts business goals at risk.

• Managing Compensation and Pay for Performance: Provides a comprehensive overview of the expected or planned amount of money that is spent on employee compensation over a year, structured into clear pay categories. To manage an agile workforce effectively, organizations can use this information to determine how effectively money is being spent and what is causing changes.

Why is it important? Without incorporating the factors that drive the nuances of the labor force and, therefore, labor costs (such as retention, time to hire, and attrition risk in key groups), the budget plan is immediately out of date. Also, it is difficult to assess the impacts of decisions made at budget time against outcomes like undesirable turnover and performance.

• Compensation Equity Analysis: Provides an overview of compensation data and employee demographics to identify any potential pay inequities across demographic factors, such as gender and ethnicity. By proactively identifying and addressing any such issues, organizations can prevent these inequities from becoming a bigger issue and ensure that their compensation policies are fair and equitable. 

 Why is it important? Legal exposure may become greater by inadequately controlled, poorly designed, or even unintentionally unfair pay practices. Massive legal judgements can and have been ordered in cases of systematic pay inequity. This component can be used to deliver on the EU Pay Transparency requirements.

• Benchmarks*: Provides a solution for external benchmarking. This includes both our proprietary Visier benchmark customer dataset, as well as government data. This enables organizations to enrich workforce insights with external benchmarks, and make informed decisions based on an understanding of the wider industry and market context.

Why is it important? Benchmarks help you understand the market and your position within it so you can establish your people strategy and set ambitious, realistic goals. When an organization is unsure of how it compares to its industry and market, it may target the incorrect issues and risk carrying out a plan that is no longer relevant.

*To get access to Visier Benchmarks, free of charge, your organization must participate in our Benchmarking program. The content available through Visier Benchmarks is subject to change based on the data that is available in Visier's Benchmarking program. This includes availability to specific metrics, dimensions, and results.

• Internal Mobility - including Career and Sourcing Paths: Provides a comprehensive understanding of internal employee movements into and out of a role. This enables the organization to understand where employees come from and where they typically go, identify hotspots of churn and employee stagnation, and intervene quickly when necessary. Gain visibility into the career and sourcing paths that drive your organization's growth.

 Why is it important? Even if the overall headcount of a business unit remains relatively steady, this can mask turbulent changes under the surface. A high volume of not only employee exits and new hires, but also internal movements out of and into the unit can cause disruptive change. Teams that undergo a lot of headcount change will be less productive than expected. Organizations that don’t oversee and control the amount of undesirable churn will underperform to their potential. Visibility into career and sourcing paths drives more effective talent management overall.

• Access to Key Insights (Executive Dashboard or HR Effectiveness): Provides organizations with all key metrics on one platform, allowing HR and business leaders to collaborate more effectively and make informed decisions when defining goals and SLAs. Built-in benchmarks and internal comparison capabilities allow users to immediately assess which parts of the organization are performing well and which are not when it comes to key metrics such as diversity or attrition.

Why is it important? Allows leaders to connect people strategies to business strategies so they can make informed decisions rather than relying on gut feelings, which can result in sub-optimal business performance.

• Diversity Accountability: Provides a comprehensive overview of employee diversity distribution within an organization. This enables organizations to set and monitor progress toward diversity goals, identify and address significant gaps, and make informed decisions regarding strategies for attracting candidates and retaining employees.

Why is it important? Studies have shown that organizations with greater gender, ethnic, and cultural diversity have a higher likelihood of outperformance. In addition, an increasing number of regulations (including California Pay Data Reporting, EU Pay Transparency and the CSRD in the European Union) are requiring employers to report pay rates and pay gaps by race/ethnicity and/or gender.

What do I get with Visier People^® Transform?

With Visier People Transform, you can access:

• 800+ metrics

• 850+ business questions

• 200+ analytic templates & dashboards

• Vee, including MCP access

• Alerting and scheduled insight distribution

• Visier’s application management Studio

• Visier predictions and data enrichments

• AI-powered Studio agent

• Unlimited insights, securely delivered

Visier Studio

The Transform application comes with a fully integrated set of capabilities that support:

• Data management

• User management and security

• Data and analytic modelling

• Agent management

The interface through which these capabilities are managed is called Studio. By default, users who are assigned the Super Admin permission will have full access to all the licensed capabilities in Studio. This user can allocate these capabilities out to any other user as required.

Studio Agent

Integrated into the Visier Studio is an agent that both assists and takes action for administrators across the full spectrum of tenant management tasks. The Studio Agent is designed to streamline tenant management, enhance security, and accelerate time-to-insight through automated, context-aware onboarding and administrative actions.

This includes:

• Full Tenant Context Mastery: It operates with a deep understanding of the tenant environment, encompassing security, configurations, user management, and tenant settings.

• Automated, Human-in-the-Loop Actions: It automates critical administrative tasks, such as edits to security and permission management, ensuring accuracy while maintaining human oversight for final approval.

• True Onboarding Accelerator: It acts as a dedicated assistant for all onboardings, improving time-to-insight from data to model through accelerated general data onboarding, including validation, mapping, and modeling.

What do I need to provide?

To unlock the full potential of Visier People Transform, we recommend providing the following data elements:

Employee Profile, Start and Exit

Your HR systems contain data about employees, including their name, employee ID, start date, exit date, job family, and demographic attributes. By leveraging this data, Visier can provide valuable insights and help you answer a variety of questions such as:

Headcount and Movement

• How is headcount trending and what is it projected to be?

• How are employees moving in, out, and across the organization?

• How do spans and layers compare across the organization?

Turnover and Risk of Exit

• How are we retaining critical talent and new hires?

• What factors are driving turnover and retention?

• Which employees are predicted to leave soon?

Diversity

• What is our representation and where can we improve?

• Are we hiring, retaining, and promoting diverse talent?

• Are pay and promotion activities fair and equitable?

Career Progression

• Are we promoting top talent and who is ready for a promotion?

• What potential career paths could employees take?

• What are the top skills for employees?

Performance Rating

In order to identify and analyze your top talent, you have the opportunity to load performance review results data such as: employee ID, performance evaluation date, performance rating, and evaluation covered period. This will help you answer the following questions:

• How does the overall resignation rate compare to high performer resignations?

• How does the performance of recently promoted employees compare to the overall population?

• How is the performance of women and minority new hires?

Nine Box Grid

The Nine Box grid is a model used during the talent review process. To evaluate an employee’s current and potential levels of contribution to an organization, employees are mapped against two factors: performance and potential. In order to track the Nine Box ratings for your employees, you can load Nine Box overall rating, the Nine Box performance rating, and the potential rating.

What does this enable? You can use this data to create a visualization that shows the nine different categories so you can look at the relationship between the performance of individuals and their potential for the future and answer important questions such as:

• Who are the key individuals in the organization with high performance and a high potential for leadership roles?

• How do diversity and inclusion relate to the distribution of employees across the nine box grid?

• Do high-potential individuals have higher retention rates?

Promotion

You have the opportunity to load promotions or any internal placement events by loading data such as event date, employee ID, type (promotion or demotion) and reason (i.e., role change, transfer to manager). It will enable you to analyze promotions trends and understand the relationship between internal placement and other employee events such as turnover. This will help you answer the following questions:

• How do promotion rates compare to the Visier Benchmark?

• Are employee promotions distributed similarly across different ethnic groups or genders?

• Are higher promotion rates related to lower resignation rates?

Compensation

Compensation pertains specifically to budgeted compensation and requires data such as annual compensation amount and type, pay change events, job pay level, or effective date. By integrating this information with employee profile data, you can effectively answer questions such as:

• How have budgeted costs changed over time?

• What factors are influencing our future projected costs?

• Does our compensation strategy align with performance?

• Are pay and promotion activities fair and equitable?

Overlays & Comparisons

You have the opportunity to load key metrics such as targeted headcount and budget at the aggregate level to compare current results to targets. Furthermore, without loading any additional data, you can also easily compare any metrics against each other, allowing you to answer important questions such as:

• How do employees compare to their peers across key metrics?

• How do business lines compare against internal benchmarks?

• How are key measures tracking against finance budgets?

Please note you do not need to onboard additional data to access the following functionalities:

• Visier Benchmarks*: Including Resignation, Diversity, and Unemployment Benchmarks. Visier allows you to compare your organization against 15,000+ others with over 15 million employees so you can align your people strategies related to retention, talent management, and diversity with market comparables and monitor changes. For more information, see the Visier Benchmarks Application Description.

*To get access to Visier Benchmarks, free of charge, your organization must participate in our Benchmarking program. The content available through Visier Benchmarks is subject to change based on the data that is available in Visier's Benchmarking program. This includes availability to specific metrics, dimensions, and results.

• Usage: Visier administrators can monitor how Visier People is being adopted and used to learn how many people are using the platform, what they are accessing, and what activities they are performing.

• Visier Data Enrichment: Visier provides out-of-the-box data enrichment to improve your analytics, including predicted future values and standardization.

• Predictions: Visier’s predictive models will help you identify employees who are most likely to resign, should be considered for a promotion, or are most likely to internally change jobs. We use the random forest machine learning technique to generate our predictive models. Visier’s learning algorithm examines historical employee data and employee events like promotions, resignations, and internal hires to learn a set of patterns and construct decision trees that help you predict the occurrence of an event.

• Standardization: Visier offers standardized job names so you can create accurate and valuable benchmark comparisons in your industry. With an expansive library of job titles, you can match your job titles to the equivalent standardized titles. This is an enrichment service that uses machine learning and AI to help you match your values to standardized names and taxonomies such as O*NET-SOC and others.

• What-if Models: Allow you to plan for the future, discover which factors have the greatest effect on the projection metric, and decide on the best course of action to achieve a goal. A What-if model consists of several assumption metrics and a projection metric. Change different assumptions to get a projection for future time periods. What-if Models in Visier People Essentials include: Headcount, Headcount Walk, and Estimated Cost of Replacement.

For more information, please refer to the following documents:

• Data Dictionary: Provides comprehensive information about the data elements.

• Application Definitions: Provides an extensive list of metrics, dimensions, content, and guidebooks that will be lit up once we have loaded these data elements.

Vee by Visier^® 

Included in Visier People Transform is Vee, our people analytics agent.

Introduction

Vee is Visier's people analytics agent. Fully integrated into the core application, Vee performs multiple tasks that increase the speed, quality, and accessibility of the insights you need to make better business decisions. Through a pervasive interface and configurable workflows, Vee performs the role of a junior analyst by handling questions, clarifying answers, and helping people navigate the insights and expertise contained within Visier People.

Vee utilizes generative AI, with well tested guardrails, to clarify and interpret user questions and provide personalized answers based on security profiles and your Visier data. Vee can be accessed via Teams, Copilot, and Slack. In addition, Vee provides access to an MCP interface so that agents within your organization can leverage the high-quality and richly described data that is integral to Visier’s data model.

What value is delivered?

Vee is designed to enable all users, including those with limited analytics backgrounds, to find, interpret and leverage the data and insights within Visier. Some of the unique problems it solves are listed below:

• Rapid and Effortless Access to People Data: Vee enables users, regardless of their analytics background, to self-serve and obtain rapid answers to urgent questions about people data. This makes Vee the perfect tool for HR business partners, people managers, and even executives. By allowing business users to self-serve, Vee removes the repetitive and time-consuming questions that reduce the impact of the People Analytics team. Vee will help clarify and interpret the question and be clear when an answer is not available. It can also produce summaries of adhoc data exploration to be used in messages or presentations.

• See the Answer: Depending on the question, Vee will provide not just the answer in natural language text but also the relevant visualization. Vee will present the user with relevant charts, and allow them to explore the chart, review details, or further delve into the information by asking more questions. Vee also offers users the context of the query, ensuring they find what they are looking for.

• AI Explanations and Text Summarization: The full context of the application can be passed to Vee, this is done securely and without revealing customer data. This means that tasks such as generating executive summaries, providing detailed explanations of the analytical results, or sourcing the insights and themes from large bodies of textual data can all be performed by Vee. Visier contains data, a rich descriptive layer, and a rock solid security model—the essential foundation for delivering high-quality, reliable, and ethical responses through the use of LLMs.

• Security and Privacy Are Built In: Vee is governed by Visier’s trusted security model. The answers are backed on the access level of the user, so sensitive data remains secure. Vee only reveals information that a user is entitled to see and is consistent regardless of the Visier user experience.

What do I get with Vee and what do I need to provide?

With Vee, you get a people analytics agent that is ready and able to drive adoption of your outputs. Properly designed and tested to protect security at the user level and guardrailed to ensure professional, leader-ready interactions that generate a level of impact that cannot be supported by people alone.

• Ability to Ask Ad Hoc Questions: Users can ask ad hoc analytical questions around any metric configured in Visier People as well as refine their query using filters or adding a comparison. Vee supports time comparison, ad hoc numeric range filtering, as well as the ability for users to reference tenant-specific data such as members and concepts to create filters and comparisons. The following are supported:
  

• Ability to Customize: Vee is able to deal with customizations and specific data and attributes based on the customer. Vee can be customized to:

  • Provide examples showcasing your common analytical questions and language.

  • Understand company-specific jargon by giving it synonyms.

  • Include or exclude content to ensure a curated experience for your users.

  • Respect the response preferences of the system administrator and/or end users.

• Security and Access Control: Vee fully respects and runs under the Visier data security model. In addition, Vee respects ad hoc content access, so you can control which metrics and dimensions users can ask questions about.

• Accessible via Microsoft Teams and Copilot: Vee allows authenticated users direct access to people data stored in Visier, bypassing the Visier People interface, for a seamless experience within the Microsoft Teams or Copilot interfaces.

• Accessible via Slack: Vee allows authenticated users direct access to people data stored in Visier, bypassing the Visier People interface, for a seamless experience within Slack.

What do I need in order to use Vee?

The following prerequisites are required in order to use Vee:

• You need to have a core set of data and metrics configured for use.

Technical Limitations

• Vee cannot answer questions about data that is not present in Visier People.

• Similar to all majorly available generative AI products, Vee may misunderstand or misinterpret some questions, either due to the ambiguity of language or due to an incorrect prediction. This may lead to an incorrect response, or no response at all. It is the user’s responsibility to evaluate the answer being returned. We provide quick access to the data backing the response to make verification easy.

Visier MCP Server

Visier MCP Server enables AI agents to communicate directly with Vee to leverage the rich analytic capabilities of Visier People Transform. Through Visier MCP,  your agents connect directly to Visier’s governed people data, removing the need for custom integrations or manual data handling. Every AI interaction draws from a single, secure, and standardized source of truth.

This includes:

• Ask Vee AI assistant

• Sample Vee questions

• Intelligent AI context and metadata

• Visier MCP security and user management

What do I need in order to use Visier MCP?

• A Vee subscription

• An MCP-compatible agent (MCP client)

• Visier MCP enabled and configured in Visier

• Core set of data and metrics configured for use

Visier People^® Extend

Included in Visier People Transform is Visier People Extend, the capability to create net new business insights.

Introduction

The needs of people analytics teams vary and often pivot quickly depending on the strategy and goals of the business. Visier People® Extend (VPX) delivers ultimate flexibility, enabling you to expand your data and analytic model into any area of business data you need. This capability allows the creation of net new business insights, fully integrated with the existing components of Visier. For example, linking badge swipe data supports return-to-office programs, and adding sales data supports sales productivity goals.

With VPX, analysts and administrators can ingest, model, and blend people and work data for key insights, all while inheriting robust security and governance automatically. With VPX, all the tooling and capabilities that allow Visier to quickly define, build, and deliver world-class answers are fully available to the experts within your team.

What value is delivered?

• Reveal Key Business Drivers: Connect people data with work data (such as operational, financial, or sales data) to answer critical business questions like “How does employee engagement impact service resolution times?” or “What traits make up the best sales people that contribute to a higher win rate?” By blending these datasets in one platform, VPX uncovers hidden correlations and drivers that siloed analyses miss, so leaders can make more informed, strategic decisions.

• Accelerate Time-to-Value: Go from hypothesis to insights in weeks by extending Visier’s pre-built data model and leveraging foundational use case content (via Visier Extensions), rather than starting from scratch. This rapid deployment lets teams quickly iterate on analyses and demonstrate ROI early, building momentum and stakeholder confidence.

• Reduce Data Risk: Keep sensitive people data secure in Visier and bring in additional data for analysis, rather than exporting people data to finance, sales, or IT. This approach prevents data sprawl, reduces integration overhead, enforces consistent definitions across teams, and delivers trusted, secure insights faster.

• Minimize IT Burden: Empower people analysts and business users to integrate and model data without heavy reliance on IT. Leverage low-code tools and pre-built connectors for faster analytic projects. IT teams can refocus on higher-value strategic priorities instead of data integration tasks, while analysts and admins drive insights independently.

• Ensure Cost Predictability: By leveraging VPX for custom analytics you can lock in fixed costs, no matter how large your data volume. Avoid hidden fees and scope creep of lengthy in-house builds by extending your existing Visier investment. Using Visier allows you to forecast budgets accurately, avoid cost overruns, and demonstrate ROI on schedule, keeping finance and stakeholders aligned from day one.

• Enterprise-Grade Security & Governance: Any new data source you bring into Visier automatically inherits our role-based permissioning and field-level access security, minimizing compliance risk and ensuring consistent governance. VPX’s governance framework also provides full audit trails and policy enforcement out of the box, simplifying regulatory reporting and data stewardship.

What do I get with Visier People^® Extend?

Advanced Model Developer and Data Engineer Profiles: With these Studio profiles you can create entirely new analytic objects (subjects, events, or overlays), define custom attributes and metrics, and orchestrate ETL pipelines, all without writing SQL or building external data lakes. Once your data model is ready, you can load, transform, and publish new data versions that immediately become available alongside Visier’s own expert content.

Self-paced Training and Comprehensive Documentation: You’ll have access to Visier University’s eLearning modules, which walk you through how to get started with VPX, data modeling in Studio, and deployment workflows. In addition, our online documentation and community forums provide step-by-step tutorials, API references, and answers to common questions. The process of understanding, defining, and building model content within Visier is supported by our Studio agent, making it easy to learn, and do, at the same time.

Visier Extensions: These foundational, expertly curated data models accelerate the journey from data ingestion to analysis, enabling customers to get started quickly with VPX for common use cases. Extension content ranges from simple to comprehensive, and commonly includes:

• Data connectors for source systems to simplify ingestion and initial mappings.

• Customizable, core data model tailored for specific use cases and automatically linked to your employee data.

• Ready-to-adapt content that includes analytic objects, dimensions, metrics, and sample dashboards to accelerate analysis.

The following table outlines the Visier Extensions that are available:

What do I need in order to use Visier People^® Extend?

• Source Data Files or Connections: Supply the raw data you want to analyze alongside people data in Visier, this could be additional HR data not already in Visier, or work data such as finance tables, operational logs, or customer-facing metrics. 

What if I don’t have the resources internally to use Visier People^® Extend?

If you’d like to use VPX but don’t have internal resources to define and build out your use case, you can work with Visier’s Professional Services team or one of our approved partners to scope and deliver your project.

How it works with Visier Professional Services:

• Consultative Scoping: We collaborate to define the exact analytic use case you need, whether that’s leveraging an existing Visier Extension or a custom business case.

• Technical Execution: Our experts handle development, integration, and deployment so you don’t need to dedicate internal resources.

• Cost Transparency: Every project is governed by a statement of work, giving you predictable pricing and protection against unplanned costs.

This approach lets you roll out focused use cases quickly to prove value and build a stronger case for broader integrated people and work analytics later.

How it works with Visier Partners: 

• Approved partners offer similar scoping and delivery services. Reach out directly to learn more about their specific offerings.