CASE STUDY · MORGAN STANLEY
HR E360
A consolidated enterprise dashboard for internal teams to understand employee context and take informed action.
ROLE
Principal UX Designer
PLATFORM
Internal Web Application
FOCUS
Data Visualization · IA
TOOLS
Figma · Research · Design System
CONFIDENTIALITY NOTE
Some details, screens, and workflows are recreated or generalized to protect confidential information while preserving the design challenge, process, and decision-making approach.
Business context
HR managers lacked a unified view of employee performance and compensation history, leading to inconsistent decision-making during review cycles.
User context
HR business partners needed to quickly assess an employee's full context — performance, compensation, career path, and risk factors — in a single view.
System context
Employee data was distributed across performance management, compensation, and talent systems with no single point of access.
Create a "360-degree" view that surfaces historical trends alongside real-time performance indicators for enterprise HR decision-making.
Data fragmentation
HR partners manually assembled employee profiles from multiple disconnected systems before every decision point.
Inconsistent decisions
Without a unified view, similar employees received different treatment depending on which data the reviewer happened to find.
Review cycle bottleneck
The annual review process was slow and error-prone due to manual data gathering across HR systems.
What I led
Information architecture and data visualization strategy for the consolidated employee view.
What I designed
The 360 dashboard layout, timeline visualizations, contextual data cards, and role-based module system.
Who I partnered with
HR business partners, compensation analysts, talent management leads, and data engineering teams.
Interviewed HR business partners to understand the critical data points needed during compensation cycles, performance reviews, and talent planning conversations.
Timeline Visualization
Explored career progression and compensation change displays over time.
Contextual Data Cards
Tested modular card layouts for different employee data categories.
Role-Based Views
Designed adaptive layouts based on the viewer's role and permissions.
Comparison Mode
Prototyped side-by-side employee comparisons for calibration sessions.
Action Integration
Connected insights directly to HR action workflows (reviews, promotions).
Data Sensitivity
Designed progressive disclosure for PII and compensation data.
A centralized dashboard that serves as the single source of truth for all employee-related decisions, organized into contextual buckets that surface the right data at the right moment.
Employee Overview
At-a-glance summary of role, tenure, performance rating, and risk indicators.
Career Timeline
Visual timeline of promotions, role changes, and compensation history.
Performance Module
Current and historical performance data with trend indicators.
Compensation View
Salary, bonus, and equity data with peer comparison context.
Risk & Retention
Flight risk indicators, engagement signals, and retention factors.
Action Center
Direct links to initiate reviews, adjustments, and talent actions.
Contextual data buckets
Timeline-first visualization
Role-based progressive disclosure
Inline action triggers
USER IMPACT
HR partners gained a single, trusted view of each employee — eliminating manual data assembly.
BUSINESS IMPACT
More consistent and better-informed decisions during performance reviews and compensation cycles.
OPERATIONAL IMPACT
Streamlined the annual review workflow, reducing preparation time across HR teams.
PRODUCT IMPACT
Established a reusable "360 view" pattern adopted by other internal enterprise tools.
What I learned
The success of this project was rooted in simplifying complex data into narrative-driven insights that map to real HR decisions.
What I would improve
I would push harder on customizable dashboard layouts so different HR personas could prioritize the data that matters most to their role.
How this shaped my approach
This project reinforced that enterprise dashboards succeed when they organize around decisions, not data sources.