Milk Stork · B2B SaaS · Benefits reporting

Turning raw data into decisions HR can act on.

HR teams were paying for a benefit they couldn’t measure. I designed a self-serve reporting dashboard that turned fragmented shipment data into clear answers about who uses the program and whether it’s working.

My role

Sole product designer: research, UX, UI, data viz, QA

30+

employer organizations using the dashboard

Team

Head of Product, 3 engineers, Customer Success Manager, Head of Growth

35%

fewer manual reporting requests to support

Timeline

2024-2025

20%

increase in program utilization through visibility

Users

HR and benefits admins at employer clients

1,000+

shipments a month made visible to HR

Problem
  
Approach
  
Key decisions
  
Impact

01 — Problem

02 — Approach

HR teams were spending on a benefit they couldn’t prove was working.

The data existed: shipments, enrollment, spend, but it was scattered across systems and exported as raw CSVs nobody could read. Every question became a support ticket, and HR leaders had nothing to show their CFO at renewal.

“Is the benefit actually improving retention? I have no idea.”

HR director

“I need to justify this cost to my CFO. What data can you give me?”

Benefits manager

Decision 3

“How many of our employees are actually using this?”

HR manager

One dashboard, built around the four questions HR actually asks.

Instead of surfacing every data point, I organized the dashboard around the questions from support tickets and interviews, ordered from “what’s happening?” to “why does it matter?”

Key utilization metrics
How many employees, orders and dollars?

Advanced insights
Who uses it, by segment and benefit type?

Trends & comparisons
Is it growing, and how do we compare?

New clients start with zero data. Instead of blank charts, each section says what will appear and when, so a new account still feels set up and working.

Satisfaction & support
Are employees happy with it?

03 — Key decisions

Decision 2

Decision 4

Every choice was about reducing cognitive load for people who aren’t data analysts.

CSV export always one click away

HR leaders still take numbers into their own decks. The export sits pinned in the header with the date range, so the dashboard supports their workflow instead of replacing it.

Empty states that explain, not just apologize

Decision 1

Progressive disclosure with collapsible sections

Most HR managers only need the top-line numbers. Key metrics stay open; deeper insights collapse below, so the default view answers the most common questions without scrolling.

The right chart for each question

Bars for monthly counts, lines for trends, a donut only where parts-of-a-whole really matter. One consistent palette keeps categories recognizable from chart to chart.