For a CHRO, building reports ranging from recruiting, performance, succession, compensation, and learning through global core HR, payroll, time/PTO seemingly is a table stakes exercise. In truth, navigating across multiple domains, application ecosystems, corporate directories, and external data can be a major challenge functionally, technically, and culturally. Oftentimes, especially for a CHRO and deputies, working with an external firm with deep experience in HR and organization data and tech enabled scalable tools can address reporting needs rapidly and inexpensively versus internal efforts.

Similarly, the ability to analyze data, not just report on it, requires an external, almost audit view of complex enterprise architecture of data. One entity or vendor analytics methodology may not understand or properly interpret the same with your organization's proprietary framework or record types, primary keys, joins, tables, attributes, and indexing. When a CHRO has individual access and ownership of enterprise analytics, handled externally, it empowers a CHRO to a broader leadership role and strategy with data based assertions and confidence.