Full-Module HR Command Center

A full-module HR command center I built myself via Vibe Coding as Special Assistant to the CEO — connecting HR, finance and operations data across departments and turning weekly manual reporting into a live dashboard, saving leadership and HR ~11 hours a week.

Role

Executive Assistant to the CEO (builder)

Date

Jan 2025

Methods & tools

Vibe Coding · Claude Code / LLM · Cross-functional data integration · Live dashboards

Background

HR spends every day pulling numbers scattered across systems, stitching them into a sheet, and handing it to leadership — high-frequency, time-consuming, judgment-heavy work. As Special Assistant to the CEO at HOLO+FACE, I wanted to prove this can be re-architected into analyzable, traceable, decision-supporting tools — and that HR can build it themselves.

What I did

Built a full-module “HR command center” independently via Vibe Coding, connecting the previously siloed data of HR, finance and operations.
Turned the weekly manual report into a dashboard leadership and the HR team could query in real time.
Saved leadership and HR ~11 hours a week of reporting time, handing that time back to judgment and decisions.

The system is split into eight modules — command center, org structure, recruiting, compensation, performance, learning, department management, and P&L analysis. Module 00, the command center, is shown above; the other seven modules follow (all sample data; all names are fictitious):

Module 01 org structure: active / on-leave / departed / new-hire headcount, average age, joiners and leavers for the period — Module 01 · Org Structure — headcount mix, average age, joiners & leavers

Module 02 recruiting: hiring funnel, per-channel conversion, workforce composition — Module 02 · Recruiting — hiring funnel and per-channel conversion (awaiting data)

Module 03 compensation: fixed and variable pay totals, average monthly pay and cost per head, pay and bonus trend — Module 03 · Compensation — fixed / variable pay, cost per head, pay trend

Module 04 performance: grade distribution against the normal curve, competency average scores, count needing a PIP — Module 04 · Performance — grade distribution and competency scores

Module 05 learning: L1 satisfaction, L2 test, L3 performance lift, L4 strategy linkage, and top-5 departments by training spend — Module 05 · Learning — L1–L4 effectiveness and training spend by department

Module 06 department management: worklog rollup, daily hours trend and task-category composition — Module 06 · Department Management — worklog rollup and task mix (awaiting data)

Module 07 P&L analysis: total revenue, gross margin, pre-tax profit, monthly output and cost per head — Module 07 · P&L Analysis — labour cost vs revenue, pre-tax profit, output per head

Takeaway

This project moved me from someone who uses tools to someone who builds them. HR’s scarcest resource isn’t data — it’s the interface that turns data into decisions, and an HR person who understands the organization can now build that themselves.

More: later, at CMoney, I turned this approach into a fuller set of systems — a data lake, a screening agent, ops automation — collected in an HR × AI Portfolio.