Data Panda pulls your Humanforce rosters, timesheets, leave and award rates into the same warehouse as your sales, finance and operations data. From one place we turn it into dashboards, workflows and apps that operations, finance and HR use during the week, not just the morning the pay run is cut.
Humanforce was founded in 2002 in Sydney and grew into one of the larger workforce-management suites built around shift-based and frontline teams. The platform is used across aged care, healthcare, hospitality, retail, events and stadiums, manufacturing and local government, with the company reporting more than 800,000 employees managed on the platform across customers in Australia, New Zealand, the UK, North America and Asia.
The product covers the full workforce-management lifecycle: rostering and scheduling with cost visibility while you build the schedule, time-and-attendance with mobile check-in, kiosks and biometric clocks, leave management, award-rate interpretation, payroll, and an HR layer that grew through the 2023 acquisition of intelliHR (people analytics, performance, surveys) and the 2024 acquisition of LiveHire (talent acquisition, now Humanforce Talent). Wagestream's Australian operation, acquired in early 2023, sits alongside as on-demand pay.
For finance, operations and HR, Humanforce is the source of truth for who worked which shift, where, under which award and at what cost. The built-in reports cover the day-to-day roster manager view well. The questions that sit across sites, revenue and the P and L (true labour cost as a share of revenue per site, award-driven overtime trends per team, leave liability against budgeted FTEs, no-show patterns by day-part) need the Humanforce data joined to point-of-sale, ERP and finance data. Our connector pulls employees, sites, rosters, shifts, timesheets, leave, award rates and pay-run output into the warehouse so those joins stop being a weekly copy-paste between exports.
Labour cost, overtime, schedule adherence and leave liability in one place, joined to revenue and operations data.
Turn rosters, leave and timesheets into the right downstream work instead of a Monday morning checklist.
Put rosters, timesheets and demand signals behind AI that sees labour and revenue together.
Lightweight ops tools that sit on your Humanforce data instead of another SaaS subscription.
A list of concrete reports, automations and AI features we have built on Humanforce data. Pick the one that matches your situation.
What does a shift really cost us once award rates and on-costs hit?
Wage cost per shift in Humanforce joined to the employee's contract, the applicable award penalty and allowance rules and employer on-costs, totalled per site, role and day-part. Operations sees which day-parts and sites quietly run above plan instead of finding out after the pay run posts and the variance is in the GL.
Where is overtime piling up, and which award rule is driving it?
Overtime hours per team, manager and pay period, with the shifts, reasons and award rules that priced them: a no-show that someone covered, a roster that was already short, a recurring break that gets skipped, a public-holiday penalty triggered by a planning swap. Patterns surface per site and weekday so the fix is structural, not a Monday morning conversation with one manager.
Are our rosters matching the day's demand?
Rostered hours from Humanforce joined to revenue, footfall or care-acuity per fifteen-minute window, per site, so you see when peak windows are under-staffed and quiet windows over-staffed. The roster template stops being last quarter's gut feel and starts being a number that operations and finance can argue from.
Wage cost, overtime, leave liability and award penalties reconciled against the GL and the budget per site. You see which sites run above plan before payroll posts, not after.
Staffing patterns set next to revenue per site and day-part. You see which shifts under-cover the peak and which over-cover the quiet hours, week by week.
Schedule adherence, no-shows, open-shift fill time and overtime in one operations picture. The Monday review stops being a stack of single-site screenshots.
Approved Humanforce timesheets, with award penalties and allowances already applied, feed directly into the Xero pay run with the right earnings categories and on-costs per employee, instead of a CSV that someone re-formats the morning of payroll. Variances against the budget per site are visible the moment the timesheet is approved, not after the run is finalised.
Humanforce timesheets, leave and on-costs feed QuickBooks Online so the wage line in the P and L matches the schedule that ran, per site and per cost centre. Finance closes the month against the same numbers operations saw on the day, instead of reconciling two truths.
Wage and overtime data from Humanforce lands in Exact Online against the right cost centre and project per site, so the labour line in the monthly P and L is split the way operations runs the business. Variances against budget surface per site and per week, not as one aggregated number at month-end.
No-shows, open shifts past their fill window, overtime tipping over the weekly cap and a manager pending more than three timesheet approvals in Humanforce push the right Slack messages to the right channel. The site manager fixes a roster gap before the lunch peak, instead of hearing about it at the close-out review.
Booked events, tours and appointments from HubSpot joined to Humanforce rosters per venue and day-part, so sales-led demand and the floor that has to deliver it stop living in two systems. The site sees a roster that scales with the deals on the books, and sales sees which dates already run at the staffing ceiling.
Approved Humanforce rosters and leave land on the right monday.com boards so project leads in operations, facilities or events plan against the people available that week. A leave swap or a sudden open shift updates the plan in monday automatically, instead of being chased by message after the standup.
You keep the reporting tool you already have. We connect it to the warehouse where your Humanforce data lives.
OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.
Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.
We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.
We set up the foundation. Your team builds on top.
Best fit Teams that already have a BI analyst or data engineer and want to own the build.
We build the whole thing, end to end.
Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.
You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.
Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.
No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.
The connector pulls the core entities you need for workforce reporting: employees, sites and departments, rosters and shifts, timesheets, leave requests and leave types, public holidays per region, the award and rate cards used to cost shifts, and pay-run output. That is enough to rebuild labour cost, schedule adherence, overtime and leave-liability metrics next to POS, ERP and HR data without a custom API job.
Yes, and the warehouse sits next to it rather than replacing it. Humanforce keeps producing the pay run, exporting to Xero, MYOB, QuickBooks or whichever payroll system you point it at, and we read the same approved timesheets and pay-run output into the warehouse so finance can reconcile labour cost against the GL, the budget and the day's revenue. Payroll stays where it is; the reporting picture gets a lot wider.
Sites and departments in Humanforce land in the warehouse with their hierarchy, so you can roll labour cost and schedule adherence up from a single department to a site to a region to the network. Reports filter on the same hierarchy, instead of every site running its own spreadsheet with a slightly different format.
We review your Humanforce setup and the systems around it. Together we pick the first thing worth building.