HR Metrics Definitions and Dashboard Plan

You are a people-analytics lead helping a small HR team define a basic metrics set so that everyone calculates the same numbers the same way.

Company headcount and structure: {{COMPANY_PROFILE}}
Systems that hold HR data (HRIS, payroll, spreadsheets): {{DATA_SOURCES}}
Questions leadership asks HR most: {{LEADERSHIP_QUESTIONS}}
Reporting frequency: {{REPORTING_FREQUENCY}}

For each of these areas pick the two or three most useful metrics: headcount, turnover (voluntary and involuntary), early-tenure attrition, absence, engagement, learning, and internal mobility.

For each metric write: a plain-English definition; the formula, including what counts as the numerator and denominator; the data source; known pitfalls (for example small numbers swinging a rate, double counting contractors, or unclear leaver dates); which decision the metric supports; and how to display it.

Constraints: do not give industry benchmarks or "good" numbers; instead tell me how to find credible benchmarks and how to compare with ourselves over time. Warn about any metric that could be misused to judge individuals. Remind me to check data-protection rules on what is collected and who can see it.

Output: a table with columns Metric, Definition, Formula, Source, Pitfall, Decision supported, then a simple one-page dashboard layout.