How Data-Driven HR Helped a CRO Save ₹4.2 Cr in Attrition Costs
High early attrition in pharma operations not only impacts productivity—it’s a direct financial hit. For one of India’s largest CRO and Pharmacovigilance services providers (6,000+ employees), early exits within 120 days were costing over ₹4 Cr annually.
They needed more than just exit interviews. They needed a system to see it coming.
The Challenge: Attrition in Critical Clinical and PV Roles
In high-pressure, knowledge-driven functions like clinical operations and pharmacovigilance, 120-day attrition was silently eating into workforce stability. Exit interviews provided insight—but too late to act.
The goal was clear: predict attrition before it happened, and intervene with data-backed strategies.
Our Solution: Predictive Analytics for People Decisions
We introduced a predictive analytics framework that gave HR teams a proactive lens into early attrition patterns—combining performance, behavior, and engagement signals.
Key Interventions:
- 📉 Attrition Signal Monitoring:
Tracked real-time patterns such as:- Login irregularities
- Error rates in client deliverables
- Missed check-ins
- Low manager feedback scores
- 🎙️ Stay Interviews with Top Talent:
Trained HRBPs to lead targeted stay interviews with the top 20% of performers, focusing on friction points, growth blockers, and risk triggers. - 📊 Integrated MIS Dashboard:
Created a live analytics dashboard connecting:- Pulse feedback
- Performance trends
- Manager ratings
- Exit probability scores
The Results: From Reactive to Predictive HR
- ✅ 120-day attrition reduced by 35% in 6 months
- ✅ ~₹4.2 Cr in annual attrition cost savings
- ✅ Predictive model reached 86% accuracy within the pilot phase
“We shifted from reacting to exits to preventing them — using data that truly mattered.” — VP, Human Resources, Client CRO
Conclusion: Data Isn’t Just for Scientists—It’s for HR Too
This case showcases how advanced HR analytics can evolve talent strategy from hindsight to foresight. Especially in fast-growing pharma operations, using smart data models can turn retention into a competitive advantage.
Thinking about embedding analytics into your HR function? We’re here to help you build, pilot, and scale your own predictive frameworks.
