Helen Friedman

Helen Friedman is the CEO of Merit Analytics Group LLC, which she co-founded as a women-owned business in 2017 after more than 30 years of working in HR consulting. Her goal for the organization was to make people analytics accessible to all HR professionals — focusing on core skill-building and opportunities to embed evidence as a foundation for effective HR management through a knowledge-transfer-oriented support model. Her prior tenure has included global leadership for talent analytics consulting and technology services at one of the largest HR consulting firms, where she focused on developing intellectual capital, leading the most complex client engagements and tailoring technology solutions to meet unique client needs. Her work in the field of people analytics spans all major industries and work areas, including workforce planning and optimization, talent-related dashboards, labor market analysis, and predictive/prescriptive analytics. She is an established thought leader, who has spoken regularly at national conferences and has published extensively with credits in well-known media outlets, including The New York Times and the Journal of Organizational Excellence. Helen holds a B.A. in Mathematics from Haverford College and an M.B.A. with highest honors from Columbia Business School. She can be reached at admin@meritanalyticesgroup.com.

The Art and Science of Predictive Analytics in HR

After creating predictive models for drivers of so many HR outcomes in the past 20+ years, there is one fundamental truth that has stood the test of time. The most actionable models require as much art as they do science. Earlier in our careers in people analytics, we were preoccupied by creating the “best possible” …

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Tackling turnover and other workforce analytics challenges

What will be the top workforce analytics challenges of the new decade? Based on the flurry of activity and press on various topics, there are already some early contenders for top workforce analytics priorities: Exposing the power of “social” or organizational networks at work Creating an actively managed and personalized employee experience Addressing real-time opportunities …

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