Workday HCM Reporting Definition Site

How to use this site: Lightdash is the presentation layer. The complex business logic lives in dbt staging models and reporting marts. Each chart is documented by its decision purpose, grain, denominator, Workday source objects, and quality controls.

Portfolio at a glance

16Workday-style source extracts

45dbt models

37Lightdash charts

9Dashboards

271Passing dbt checks/build results

Dashboard gallery

Browse representative views from the Workday HCM reporting portfolio. Select a dashboard to open its live Lightdash version.

Workforce Analytics

Executive workforce, headcount, retention, capacity, pay, and manager coverage.

View live dashboard

Global Workforce

Regional workforce planning, legal entities, contingent mix, and pay.

View live dashboard

Health Benefits

Participation, plan mix, enrollment, coverage tiers, and benefit costs.

View live dashboard

Talent Acquisition

Recruiting backlog, funnel throughput, aging, source effectiveness, and speed.

View live dashboard

Talent Management

Performance, goal attainment, mobility, compensation, and pay equity.

View live dashboard

Workday Learning

Required learning completion, overdue assignments, progress, and scores.

View live dashboard

Global Workforce and Regulatory Reporting

Global workforce context and EEO-1-style and VETS-4212-style reporting.

View live dashboard

Data Quality (QA)

Release readiness, QA summary, audit detail, ownership, and blocker status.

View live dashboard

Workday Reference Reports

Governed report catalog and reference views across core Workday objects.

View live dashboard

Architecture and lineage

1. Raw Workday-style extracts

RaaS-inspired CSVs use display headers such as Worker ID and Learning Enrollment Status.

seeds/wd_*.csv

2. Staging normalization

Quoted source headers are cast, standardized, null-handled, and exposed as stable snake_case fields.

models/staging/stg_wd_*.sql

3. Governed marts

Joins, denominators, effective dates, cohort logic, and business rules are implemented once.

models/marts/fct_*.sql
models/marts/rpt_*.sql

4. Lightdash consumption

Charts are intentionally thin: select published fields, apply presentation filters, and order results.

lightdash/charts/*.sql.yml

Workday object→RaaS extract→stg_wd model→fct/rpt mart→Lightdash chart

Governance principle: A metric is not trusted merely because the SQL runs. It is trusted when the grain, denominator, population rules, reconciliation checks, and ownership are documented.

How to read a chart definition

Field	What to explain
Business purpose	The decision or operational question the chart supports.
Grain	What one output row represents: a business unit, worker, course, requisition, month, or reporting cell.
Source mart	The governed dbt model that owns the business logic.
Filters	Population rules, date windows, minimum cell sizes, or status restrictions.
Metric definition	Numerator, denominator, date logic, exclusions, and rounding.
QA control	The test or reconciliation proving the result is complete and valid.

Interactive chart catalog

Metric definition quick reference

Metric	Definition	Governance note
Headcount	Workers active at a point-in-time snapshot: hire date is on/before the snapshot and termination is null or after it.	Always state the snapshot date and whether contingent workers are included.
12-month attrition	Trailing terminations divided by the current headcount in this demonstration.	This is a planning rate, not a formal annualized average-headcount turnover rate.
Enrollment rate	Enrolled elections divided by eligible elections.	Benefits eligibility must reconcile to enrolled plus waived.
Completion by due date	Required Learning enrollments completed on or before due date divided by required assignments.	Do not confuse completed eventually with compliant completion.
Overdue rate	Required assignments with overdue status divided by required assignments.	Document whether future-due incomplete assignments are excluded.
Pay gap	Male median pay minus female median pay, divided by male median pay.	This is an aggregate screening metric, not a controlled pay-equity analysis.
Time to fill	Days from requisition creation to filled date.	It measures requisition lifecycle; it is different from candidate time to hire.
Span of control	Direct reports assigned to a manager.	The 3–12 band is a screening heuristic, not a universal target.