A proprietary, data-driven diagnostic you can offer your clients at no cost — quantifying the financial impact of their people practices and positioning you as the strategic partner who delivers measurable results.
Prepared for HRElevate Consultant Partners • March 2026
Every business leader intuitively understands that people matter. They've heard it in boardrooms, at conferences, and from every management book on the shelf: culture eats strategy for breakfast; your people are your greatest asset; engagement drives results. And most of them believe it.
But here's the challenge: belief doesn't move budgets. When it comes time to allocate capital, people-related investments — culture programs, leadership development, improved hiring practices, better onboarding — routinely lose out to initiatives that come with a clear, quantifiable return. A new piece of equipment has a projected ROI. A marketing campaign has measurable conversion metrics. But "improving our company culture" rarely comes with a number attached.
This isn't because the impact doesn't exist. It's because nobody has measured it for them. According to recent industry research, only 23% of organizations systematically integrate financial data with HR data, and just 8% consider themselves mature in measuring the financial impact of their people function. That means the vast majority of companies are making their most important decisions — decisions about the people who run the business every day — based on gut instinct, anecdote, or, at best, surface-level metrics like turnover rate.
As an HR consultant, you live this reality every day. You see the gaps. You know what needs to change. But getting leadership to invest — to truly prioritize your recommendations — requires speaking the language of the P&L. That's exactly what the HRPI gives you.
The HR Performance Index (HRPI) is a proprietary diagnostic tool developed by HRElevate (a Melita Group company) that does something most HR assessments don't: it draws a direct, quantifiable line from a company's people practices to its financial outcomes. It doesn't just tell your clients what they're doing well or poorly in HR. It tells them what that performance is costing them — or could be earning them — in real dollars.
The HRPI evaluates a company across four foundational pillars of the people function: Company Culture, Talent Acquisition, Total Rewards, and Performance Management & Employee Development. Within each pillar, dozens of specific practices are assessed and scored on a 1–100 scale using a structured questionnaire completed by company leadership. Those scores are then layered against employee engagement data — gathered either through a scientifically validated anonymous survey or projected from the practices assessment itself — to produce a composite picture of where the organization stands relative to best-in-class companies.
The critical differentiator is what happens next. The HRPI takes the company's actual financial inputs — headcount, average salary, revenue, growth projections, profit margins, turnover rates — and calculates the estimated financial impact of the current engagement level across three business-critical dimensions: Annual New Sales, Annual Net Profit, and Talent Loss/Replacement Costs. The result is a concrete dollar figure that represents the "HR Performance Gap" — the opportunity cost of the status quo.
The HRPI process unfolds in three stages, and as an HRElevate partner, you deliver each stage directly to your clients:
Stage 1 — Data Collection and Benchmarking. Company leadership completes a comprehensive practices assessment covering all four pillars. The questions are specific and behavioral — not aspirational. They ask not what the company intends to do, but what it actually does. Simultaneously (or alternatively), an anonymous employee engagement survey is conducted using a 16-question instrument rooted in the methodology pioneered by the Gallup Organization, which has been validated across millions of respondents worldwide. Each question maps to a specific driver of employee engagement, from role clarity and recognition to development opportunities and sense of belonging.
Stage 2 — Financial Impact Quantification. Using the engagement classification (Actively Engaged, Not Engaged, or Actively Disengaged) alongside the company's financial data, the HRPI calculates projected impact ranges. For example, research shows that businesses with actively engaged workforces achieve up to 20% higher sales revenues and up to 21% higher profitability compared to those with actively disengaged employees. The tool applies these correlations to the client's specific numbers, producing a personalized financial impact analysis. It also projects talent retention outcomes — actively disengaged employees are 40% more likely to be searching for a new job — and calculates the replacement cost exposure based on industry-accepted estimates of 30% to 200% of annual pay per departed employee.
Stage 3 — Building the Roadmap. The report doesn't just diagnose; it prescribes. By identifying which specific sub-practices within each pillar have the greatest projected impact on engagement (and therefore on financial performance), the HRPI produces a prioritized action plan. This roadmap gives leadership a clear sequence of investments ranked by expected return — and it naturally positions you, the consultant, as the expert who can help them execute it.
The HRPI transforms the way you engage with clients. Instead of leading with recommendations and hoping leadership will fund them, you lead with data — a concrete dollar figure that makes the case for action. Every HRPI you deliver creates a prioritized list of improvements that your clients will need help implementing. It's not just an assessment. It's the opening move that positions you as an indispensable strategic partner.
The timing for this tool couldn't be more relevant. Gallup's 2025 State of the Global Workplace report found that global employee engagement has declined to just 21% — the first significant drop in over a decade. In the United States, only about 31% of workers are actively engaged, 52% are not engaged (doing the minimum), and 17% are actively disengaged (potentially undermining the organization). Gallup estimated that this disengagement costs the global economy $438 billion in lost productivity in 2024 alone.
At the same time, the labor market has fundamentally shifted. The power dynamics between employers and talent have been permanently altered by the pandemic, by generational expectations, and by the transparency of platforms like Glassdoor and LinkedIn. Companies that don't intentionally invest in their people practices don't just stagnate — they lose their best people to competitors who do.
For HR consultants, this environment creates enormous opportunity — but only if you can get past the budget conversation. The HRPI gives your clients a way to cut through the noise and make investment decisions about their people function with the same rigor they apply to every other area of the business. And it gives you the tool to make that happen.
HRElevate partners with independent HR consultants who share a commitment to delivering strategic, data-driven outcomes for their clients. As an HRElevate partner, you get access to the HR Performance Index — a proprietary tool that would cost hundreds of thousands of dollars and years of development to build on your own — at absolutely no cost.
This isn't a referral arrangement where you hand your client off to someone else. You deliver the HRPI yourself. You own the client relationship. You run the assessment, present the findings, and build the roadmap. HRElevate provides the platform, the methodology, and the support. You provide the expertise, the client trust, and the strategic guidance.
The HRPI is available to HRElevate partners at no charge. No licensing fees, no per-assessment costs, no revenue sharing. It's a tool designed to make your practice more valuable.
This is your service to offer. You run the assessment, present the report, and build the implementation plan. Your client sees you as the expert — because you are.
Move from being seen as a tactical HR resource to a strategic business advisor who speaks the language of financial impact and measurable ROI.
The HRPI isn't just a diagnostic — it's a client acquisition and retention engine for your consulting practice. Here's how it works in practice:
It opens doors. The HRPI gives you a compelling, differentiated reason to reach out to prospects. Instead of leading with "we do HR consulting," you lead with "we have a proprietary tool that calculates the financial impact of your people practices — in real dollars." That's a conversation starter that gets meetings.
It builds credibility fast. When you walk a prospect through an HRPI report — showing them that their current practices are costing them an estimated $562,000 in lost sales growth or $478,000 in preventable turnover — you immediately establish yourself as someone who speaks the language of business outcomes, not just HR theory.
It creates follow-on work. Every HRPI report ends with a prioritized action roadmap. Those action items — improving performance management processes, redesigning onboarding, building leadership development programs, restructuring compensation — are exactly the services you already provide. The HRPI builds the business case for your existing service offerings.
It generates recurring engagements. The HRPI is designed to be repeated. As clients implement improvements, they want to see their scores change and their financial impact projections improve. Annual or semi-annual reassessments create a built-in recurring engagement model for your practice.
"Most companies know their people practices matter, but they can't put a number on it. I use a proprietary tool called the HR Performance Index that assesses your HR practices across four critical pillars, measures your employee engagement, and calculates — in real dollars — what your current gaps are costing you in lost sales, lower profits, and unnecessary turnover. Then we build a prioritized roadmap to close those gaps. It's the financial case for investing in your people, backed by data — and the assessment is complimentary."
For CEOs and HR leaders who believe their people practices impact financial performance but can't quantify how, the HR Performance Index is a proprietary diagnostic that scores your HR function across four pillars and translates those scores into projected financial impact — giving you the data to prioritize the investments that will move the needle most.
1. "You can't manage what you can't measure — and almost nobody is measuring this." Only 23% of organizations integrate their financial and HR data. The rest are flying blind when it comes to understanding the business impact of their people function. The HRPI makes the invisible visible.
2. "The cost of the status quo has a number. We calculate it." The HRPI doesn't deal in abstractions. It uses your actual revenue, headcount, salary data, and profit margins to estimate what disengagement and suboptimal HR practices are costing your business every year — in lost sales, lower margins, and preventable turnover.
3. "This isn't an audit. It's a growth strategy." The HRPI isn't about pointing fingers or grading your HR team. It's about arming leadership with the data and priorities to unlock financial performance that's already within reach — the opportunity cost that most companies don't even know exists.
The HRPI evaluates and scores a company's people practices across four foundational pillars. Each pillar contains multiple sub-categories with specific, behavioral questions designed to capture what the organization actually does — not what it aspires to do.
Evaluates mission/purpose clarity, company values, approach to execution and performance, leadership communications, team communications, commitment to culture, and leadership credibility. This pillar measures whether the cultural foundation of the business is intentionally designed, clearly communicated, and genuinely lived — or merely aspirational.
Assesses talent acquisition strategy, employment brand, sourcing and attracting candidates, interview and assessment processes, and onboarding/offboarding practices. This pillar captures whether the organization is strategically building its workforce or simply reacting to vacancies.
Examines total rewards strategy (compensation philosophy), awards and recognition programs, and employee benefits and perks. This pillar evaluates whether the organization's rewards ecosystem is competitive, aligned with company values, and designed to reinforce the behaviors that drive performance.
Reviews performance management strategy and processes, teamwork and belonging, employee and leadership development, and employee relations. This pillar is often where the largest gaps exist — and where improvements have the most direct impact on engagement and retention.
Each pillar produces a score from 1 to 100. Sub-categories within each pillar are also scored individually, allowing leadership to identify not just which pillar needs attention, but precisely which practices within that pillar are dragging the score down. The report cross-references these practice scores with projected employee engagement question impacts, creating a direct line of sight from "what we do" to "how employees feel" to "what it costs us."
When presenting the four pillars to a prospect, emphasize that this isn't a pass/fail exercise. Most companies score in the 70s and 80s — and still discover six-figure annual opportunities. The power of the HRPI is in the specificity: it doesn't just say "improve your culture." It says "your goal-setting practices scored 4.4 out of 10, and improving them would have the single largest projected impact on your engagement and financial performance."
The HRPI's methodology is anchored in research from Gallup, SHRM, the Work Institute, and broader organizational psychology literature. Use these data points in your conversations with clients to establish credibility and urgency:
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The HR Performance Index
What would you do with an extra $500K, $750K, or $1M+ a year?
Most companies already have that money on the table. They just can't see it.
The problem: Every CEO knows that people drive results. But when it comes to investing in culture, hiring practices, employee development, and performance management, the conversation stalls — because there's no number attached. Unlike a new product line or a sales campaign, people-function investments rarely come with a projected ROI.
The reality: Gallup research shows that companies with engaged workforces generate up to 21% more profit and 20% more in sales than companies with disengaged employees. At the same time, actively disengaged workers are 40% more likely to quit, and replacing each one costs 30–200% of their annual salary.
Yet only 23% of organizations actually connect their financial data to their HR data. The other 77% are guessing.
The solution: The HR Performance Index (HRPI) is a proprietary diagnostic that:
✔ Scores your people practices across 4 critical pillars (Culture, Talent Acquisition, Total Rewards, Performance Management)
✔ Measures or projects employee engagement using a scientifically validated survey
✔ Calculates the financial impact of your current HR practices — in real dollars — across Annual New Sales, Net Profit, and Talent Retention
✔ Delivers a prioritized action roadmap ranked by projected financial return
What you'll walk away with:
A clear, data-backed picture of what your people practices are costing you today — and exactly where to invest for the biggest return. Not an HR audit. A growth strategy.
Who it's for: Mid-market companies (50–500+ employees) who believe their people are a competitive advantage but haven't been able to prove it with numbers.
The best part: This assessment is offered as a complimentary service to my clients. There's no cost and no obligation — just a powerful diagnostic that will change the way you think about your people investments.
Next step: A 30-minute introductory call to determine fit. No commitment, no hard sell — just a conversation about whether the HRPI can unlock hidden value in your business.
Contact [Your Name] | [Your Firm] → [phone] | [email] | [website]
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Subject: The number your P&L doesn't show you Hi [First Name], I'm going to skip the small talk and ask you a direct question: do you know what your company's HR practices are costing you in lost sales, lower margins, and unnecessary turnover — in actual dollars? Almost nobody does. According to recent research, only 23% of organizations connect their financial data to their HR data. The other 77% are making their most important people decisions without a number attached. I use a proprietary tool called the HR Performance Index that scores your people practices across four critical areas, measures employee engagement, and translates it all into a projected financial impact specific to your business. It typically reveals six- to seven-figure annual opportunity costs that leadership didn't know existed. It's not an HR audit. It's the financial case for investing in your people — and a prioritized roadmap for where to start. I'm offering this assessment as a complimentary service — no cost and no strings attached. Would it be worth a 20-minute call to see if this could be valuable for [Company Name]? Best, [Your Name] [Your Firm] | HRElevate Partner
Subject: Giving your CEO the financial case for HR investment Hi [First Name], You already know that culture, hiring practices, and employee development drive business results. The challenge is usually getting leadership to prioritize the budget — because these investments don't come with a neat ROI number the way a capital expenditure does. What if they could? I work with a proprietary tool called the HR Performance Index that was developed specifically to solve this problem. It assesses your people practices across four foundational pillars, measures employee engagement with a scientifically validated survey, and produces a financial impact analysis — in real dollars — that quantifies what current gaps are costing the business in sales, profit, and retention. The result is a document your CEO can look at and immediately understand: "Here's what we're leaving on the table, and here's where we should invest first." I've found it to be one of the most powerful tools available for HR leaders who want to drive strategic investment — because it speaks the language of the P&L. I'm offering this assessment at no cost as part of my consulting practice. Would a quick call make sense to see if this could be useful for your team? Best, [Your Name] [Your Firm] | HRElevate Partner
Subject: Re: The hidden cost of "good enough" HR Hi [First Name], I wanted to follow up with a data point that tends to get people's attention: Gallup's 2025 State of the Global Workplace report found that only 21% of employees globally are actively engaged — a significant decline. In the U.S., 52% of workers are doing the bare minimum, and 17% are actively disengaged. Gallup estimates this cost the global economy $438 billion in lost productivity last year alone. Scaled down to a single company? For a 100-person organization with $15M in revenue, the HR Performance Index typically surfaces $500K–$750K+ in annual opportunity costs from suboptimal engagement — across lost sales, reduced margins, and preventable turnover. The good news: those numbers represent potential upside, not just a problem. And the HRPI gives you the roadmap to capture it. Happy to share a sample report if it would be helpful to see how it works in practice. And as a reminder, this assessment is complimentary for my clients — no cost involved. Best, [Your Name]
"Let me ask you this —" If I told you there was a six- or seven-figure annual opportunity sitting inside your business that you're not capturing, and it had nothing to do with your product, your pricing, or your market — would you want to know about it?
That's exactly what I find with most companies. Their people practices are creating an invisible drag on financial performance, and nobody's ever quantified it for them.
I use a proprietary diagnostic called the HR Performance Index — it was developed by HRElevate, and I'm one of a select group of independent consultants who are certified to deliver it. It assesses your people practices across four foundational pillars, measures employee engagement, and translates all of that into a projected financial impact using your actual business numbers. Not theory — your revenue, your headcount, your margins, your turnover.
The HRPI is built on research from the Gallup Organization — the gold standard in employee engagement research, with data from millions of respondents across hundreds of thousands of business units worldwide. We didn't invent the correlation between engagement and financial performance. Gallup proved it. What the HRPI does is apply it to your specific business, with your specific numbers, to produce a financial impact analysis you can actually act on.
It's straightforward. Your leadership team completes a detailed assessment of your current people practices — not what you aspire to do, but what you're actually doing. We can also conduct an anonymous employee engagement survey. Then I combine those scores with your financial data — headcount, revenue, margins, turnover — and produce a report that shows: here's what your HR practices score across four pillars, here's how that maps to engagement levels, and here's what it's costing you in dollars.
This is one of the best parts — I'm able to offer this assessment as a complimentary service through my partnership with HRElevate. There's no cost to you for the diagnostic itself. I offer it because the insights it produces are so powerful that it consistently leads to deeper strategic conversations about how to improve — and that's where my consulting expertise comes in.
There are plenty of engagement surveys and HR assessments out there. What makes this different is the financial translation layer. We don't just tell you your engagement is low or your culture needs work. We tell you that gap is costing you an estimated $562,000 in lost annual sales growth, or $478,000 in preventable replacement costs. That changes the conversation from "we should probably do something about engagement" to "we have a $750,000 problem and here's the priority list to solve it."
You probably do have a good instinct for what's working and what isn't. The question isn't whether you know there are issues — it's whether you know which issues are costing you the most, in what order you should address them, and what the financial return would be. The HRPI takes intuition and turns it into a business case.
The first step is just a conversation — 20 to 30 minutes — to understand your business and determine whether the HRPI would surface meaningful insights for you. There's no commitment, no cost, and no hard sell. If it's a fit, I walk you through the process. If not, you'll still walk away with some useful perspective on how top-performing companies think about their people function.
I completely understand — nobody has extra time. Here's the thing: the assessment itself takes about 60 to 90 minutes for your leadership team to complete, and the employee survey takes about 10 minutes per person. That's it from your side. I handle all the analysis and report production. The question really becomes: can you afford NOT to spend 90 minutes discovering what might be a six-figure annual opportunity? The companies that are the busiest are usually the ones with the most to gain, because they haven't had time to look under the hood on this stuff.
That's great — you're ahead of most companies. The difference here is that engagement surveys tell you how people feel. They don't tell you why they feel that way in terms of specific practices, and they definitely don't tell you what it's costing you in dollars. The HRPI connects the dots between what you're doing (practices), what your people are experiencing (engagement), and what it means financially (impact). It's the financial translation that turns engagement data into a business case your leadership team can act on.
Fair question. The projections are based on well-established correlations from Gallup's research — the largest employee engagement dataset in the world, covering millions of workers across hundreds of thousands of business units. The specific percentages (up to 20% higher sales, up to 21% higher profitability, 40% higher job-search activity among disengaged workers) come directly from that research. We apply those correlations to your specific financial inputs. Will the actual results vary? Of course — every company is different. But the directional accuracy is very well supported by the data, and even if the real number is half of what the model projects, it's still a significant financial opportunity.
No catch. I offer the HRPI as a complimentary diagnostic because the insights it produces are so powerful that it consistently leads to deeper strategic conversations about how to improve the areas the assessment surfaces. The HRPI identifies the priorities; my consulting services help you execute on them. But there's absolutely no obligation. If you take the assessment, get the report, and decide to handle everything internally — that's completely fine. The assessment stands on its own as a valuable tool for your leadership team regardless of what happens next.
That's actually the most interesting situation for me as a consultant. The companies with the biggest gaps in the HRPI aren't usually the ones with obviously broken HR. They're the ones doing pretty well — scoring 70s and 80s — who don't realize how much upside they're leaving on the table. It's the difference between "good" and "great." The HRPI is especially powerful for companies that think they're doing okay, because it quantifies the gap between okay and excellent in financial terms. You might be right that you don't have major issues. But you might also have a half-million-dollar opportunity hiding in plain sight.
That's a concern I hear sometimes, and it's actually one the HRPI is designed to address. The survey is completely anonymous — there's no way to trace responses to individuals. But here's what's interesting: the HRPI can also project engagement levels based solely on the leadership practices assessment, without conducting a survey at all. So if a survey feels like a stretch right now, we can still produce a meaningful report. That said, I'd gently point out that if there's a concern about employees not being honest, that in itself is a signal worth understanding.
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Your People Practices Have a Financial Impact. We Calculate It. The HR Performance Index is a proprietary diagnostic that scores your HR function across four critical pillars, measures employee engagement, and translates it all into a projected dollar impact on your sales, profitability, and talent retention. Most companies have a six- or seven-figure annual opportunity hiding inside their people function. The HRPI finds it — and together, we build the roadmap to capture it. As part of my commitment to data-driven HR consulting, I offer the HRPI assessment as a complimentary service to my clients. [CTA Button: See How It Works] [CTA Button: Request a Sample Report]
The $438 Billion Blind Spot Gallup estimates that employee disengagement cost the global economy $438 billion in 2024. Scaled to an individual company, the impact shows up as lower sales growth, thinner margins, and preventable employee turnover. The challenge? Only 23% of organizations actually connect their HR data to their financial data. The other 77% know their people matter — but they can't prove it with numbers. Without that proof, HR investments lose out to initiatives with clearer ROI. Culture programs get deferred. Leadership development gets scaled back. Hiring processes stay "good enough." And the financial cost of those decisions remains invisible.
What the HR Performance Index Does The HRPI makes the invisible visible. Here's how: Assess: Your leadership team completes a comprehensive practices assessment covering four foundational pillars — Company Culture, Talent Acquisition, Total Rewards, and Performance Management & Employee Development. Measure: We conduct an anonymous, scientifically validated employee engagement survey (or project engagement from the practices data if a survey isn't feasible). Quantify: We combine your practice scores and engagement data with your actual financial inputs to calculate the projected annual impact — in real dollars — on new sales, net profit, and talent retention. Prioritize: We deliver a ranked action roadmap showing exactly which improvements will yield the greatest financial return, turning an abstract "improve our culture" goal into a targeted investment strategy.
Backed by the World's Largest Engagement Dataset The HRPI's financial projections are grounded in Gallup's research — the most comprehensive employee engagement dataset on the planet, spanning millions of workers across hundreds of thousands of business units. The correlations are well-established: • Up to 20% higher sales revenues in engaged vs. disengaged workforces • Up to 21% higher profitability • 40% higher job-search activity among disengaged employees • Replacement costs of 30–200% of annual salary per departing employee We apply these proven correlations to your specific numbers. The result is a financial impact analysis that's credible, actionable, and personalized to your business.
Ready to See What's Hiding in Your People Function? The first step is a 30-minute conversation to understand your business and determine if the HRPI would surface meaningful insights. No commitment. No cost. Just a conversation about whether there's a significant financial opportunity sitting inside your people practices. [CTA Button: Schedule a Conversation] [CTA Button: Download a Sample Report] [CTA Button: See the Four Pillars in Detail]
Below is a fully recreated version of an actual HR Performance Index report prepared for ABC Company (July 2025). Use this as a walkthrough with prospects, a demo when explaining the HRPI, or an appendix when presenting to potential clients. This is the type of report you will produce and deliver.
It has long been understood that the intangible or "soft" qualities of a business such as the culture, employment brand, values, mission, employee engagement, leadership development, performance management, etc. impact the financial results of the business. But measuring the quantitative connection between these qualities and the financial statements has been difficult. Data and evidence are now available that allows us to quantify the business results of these game-changing practices that are often talked about, frequently invested in, but rarely incorporated effectively into the strategy of the business.
The proprietary HR Performance Index (HRPI) methodology, backed by data, establishes a direct link between the people practices of the business and the associated employee engagement levels with the financial performance of the business. Through this powerful tool we are able to provide company leadership with a clear picture of the financial impact of their HR organization and the potential financial performance improvements that can be achieved with specific improvements. The HRPI exposes the areas of the business that are often neglected or underappreciated, but highly correlated to the performance results of the business.
Although the actual financial results will vary from company to company, the fundamental principles backed by data, substantiate the estimates built into the calculations in this scorecard.
Employees feel disconnected and may have negative feelings about the company or their work. They may express dissatisfaction, resist company initiatives, or contribute to a toxic work environment.
Employees feel indifferent toward their work and the company. They do what is required but lack energy, passion, or emotional investment. They are more vulnerable to turnover.
Employees feel emotionally connected to the company and deeply committed to its success. Enthusiastic, motivated, and consistently go above and beyond in their roles.
Source: 2025 State of the Global Workplace — Gallup
Scale of 1–5 | Predicted scores based on people practices assessment
| I know what is expected of me at work | 2.70 |
| I have the materials and equipment I need to do my work right | 3.75 |
| At work, I have the opportunity to do what I do best every day | 2.85 |
| In the last seven days, I have received recognition or praise for doing good work | 3.63 |
| My supervisor, or someone at work, seems to care about me as a person | 3.38 |
| There is someone at work who encourages my development | 3.25 |
| At work, my opinions seem to count | 3.38 |
| The mission or purpose of my company make me feel my job is important | 3.88 |
| My co-workers are committed to doing quality work | 2.81 |
| I have a best friend at work | 3.38 |
| In the last six months, someone at work has talked to me about my progress | 3.45 |
| This last year, I have had opportunities at work to learn and grow | 3.15 |
| Management's actions match its words | 3.75 |
| Management is honest and ethical in its business practices | 3.75 |
| I can be myself around here | 3.54 |
| This company is a great place to work | 3.38 |
| Company Culture | 79 |
| Mission/Purpose of the company | 78 |
| Company values | 84 |
| Approach to Execution & Performance | 61 |
| Commitment to culture | 89 |
| Leadership credibility | 85 |
| Total Rewards Practices | 83 |
| Total Rewards Strategy | 78 |
| Awards & Recognition | 89 |
| Employee Benefits & Perks | 82 |
| Talent Acquisition Practices | 79 |
| Talent Acquisition Strategy | 92 |
| Sourcing & Attracting Candidates | 79 |
| Interview & Assessment | 77 |
| Onboarding/Offboarding | 81 |
| Performance Management Practices | 77 |
| PM & Development Strategy | 79 |
| Teamwork & Belonging | 72 |
| Employee & Leadership Development | 78 |
| Employee Relations | 78 |
| Current U.S. headcount | 100 |
| Approximate average annual employee salary | $92,000 |
| Estimated Annual Turnover | 12% |
| Estimated cost of replacing each lost employee, as a % of annual pay | 65% |
| Current Annual Revenues | $15,000,000 |
| Expected growth in annual revenues — next 12 months | $2,250,000 |
| Estimated profit margin as a percent of revenues | 20% |
Data show that businesses with Actively Engaged employees achieve up to 20% higher sales revenues over businesses with Actively Disengaged employees.
Data show that businesses with Actively Engaged employees are more profitable by up to 21% over businesses with Actively Disengaged employees.
Source: 2025 State of the Global Workplace — Gallup
Data show that Actively Disengaged employees are 40% more likely to be searching for a new job.
Data on the total cost of replacing a single employee ranges from 30% of their annual pay, all the way up to 200% of their annual pay, based upon the type of position and several other variables.
*Assumes average annual salary of $92,000 and a replacement cost of 65% of annual pay.
Source: 2025 State of the Global Workplace — Gallup
Walk your prospects through this report during your introductory conversation. Point out how even a company scoring in the 70s and 80s still has significant financial upside. Emphasize the specificity — the HRPI doesn't just say "improve your culture." It pinpoints that goal-setting practices scored 4.4/10 and that fixing them would have the biggest projected impact. That level of precision is what gets CEOs to act — and what positions you as the consultant who can help them do it.
This section provides strategic guidance on how to maximize the HRPI in your consulting practice — from prospecting to delivery to building long-term client relationships.
As an HRElevate partner, you own the entire client experience. Here's the proven workflow for delivering an HRPI engagement from start to finish.
The HRPI works best with mid-market companies that have enough scale for the financial projections to be meaningful, and enough complexity in their people function for the pillar-level analysis to surface actionable insights:
Ready to add the HRPI to your consulting toolkit? Contact the HRElevate partner team to complete your onboarding, get access to the platform, and start delivering HRPI assessments to your clients. Remember — there's no cost, no licensing fees, and no revenue sharing. This is a tool designed to make your practice more valuable and your client relationships deeper.
— HRElevate Consultant Partner Toolkit • March 2026
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LinkedIn — Thought Leadership (Long-Form)
LinkedIn — Stat-Driven (Short-Form)
LinkedIn — Consultant Positioning (Long-Form)
General Social / X (Twitter) — Punchy