Despite significant advances in our theoretical understanding of the contribution of the Human Resource (HR) function to organisational success, many HR practitioners struggle to adequately demonstrate this contribution over time. This problem is often attributed to a lack of evidence-based data underpinning HR’s strategic choices, or what is now known as HR Analytics. Despite significant investment in HRIS (human resource information systems), the HR function’s capability to move beyond basic retrospective/transactional analytics towards more predictive/strategic modelling on aspects such as employee turnover, job satisfaction, RoI etc. has been lacking. This research aims to address that gap by examining the extent to which HR Analytics is contributing to SHRM in Ireland through direct research with industry practitioners.