Q8 Belgium is part of Kuwait Petroleum International, a global group active in the energy and mobility sectors. The organization has several hundred employees in Belgium and works closely with international colleagues spread across some fifteen countries within the Q8 Group. In this diverse and technically oriented field, Q8 aims to further professionalize its HR operations by using reliable data and clear reporting as the foundation for strategic decision-making.

Although there were already many HR reports within Q8, the relationships between them weren’t always 100% clear, and many manual steps were often required. There was a growing need within Q8 for a single, overarching framework for People Analytics: one that was clear, scalable, and aligned with their strategic priorities.

The challenge lay not only in improving reporting, but above all in connecting people, processes, and systems.

How do you ensure that HR data from different countries, tools, and topics can be used in a way that is reliable, comparable, and forward-looking? And how do you simultaneously build internal expertise so that teams can put those insights to use on their own?

Starfish guided Q8 through three consecutive phases, each validated by steering committees that brought together HR, IT, and business representatives.

1. Exploratory phase: Through desk research and interviews, we mapped out how HR data is currently collected, shared, and reported. We determined that many reports were technically accurate and identified potential areas for improvement, such as making reporting more strategic or implementing additional quality controls.
2. Screening phase: Using a standardized audit, we evaluated the quality of the most important data sources across four dimensions: accuracy, accessibility, usability, and reliability.
   Among other things, we identified inconsistencies in report structures across countries and manual intermediate steps in reports that were prone to errors.
3. Reporting: All findings were translated into a strategic HR analytics roadmap for 2025–2028, with concrete actions for each domain. The roadmap groups the actions into five “tracks”: data quality, architecture, use cases, work processes, and education & skills.

The process culminated in a strategic HR analytics roadmap for 2025–2028, which was fully aligned and validated internally.

The roadmap brings together all priority actions to further strengthen the maturity of HR analytics within Q8: from data quality and data architecture to reporting, processes, and knowledge building.

Each action was linked to a realistic timeline, a workload estimate, and an initial proposal for how implementation might look. In this way, the roadmap provides not only direction but also practical guidance.

The entire document is supported by an explanatory report that clearly documents the context, decisions, and underlying analyses. This allows every employee, regardless of role or location, to quickly familiarize themselves with the project’s results and the next steps Q8 will take in the coming years in the area of People Analytics.

Q8 subsequently chose to retain Starfish as a permanent partner for the implementation phase of the proposed actions. This is a great confirmation of the trust in our partnership and the added value of the audit and roadmap.

Would you like to learn more, or does our approach sound like the perfect solution for your organization? Feel free to contact us!