People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, retention, and performance management.
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People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.
Translate business goals into org requirements, headcount plan, and budget impact. Every hire needs a business case. See references/people_strategy.md.
Market-anchored salary bands + equity strategy + total comp modeling. See references/comp_frameworks.md.
Right structure for the stage. Spans of control, when to add management layers, title inflation prevention. See references/org_design.md.
Structured onboarding, 30/60/90 plans, regular 1:1s, career pathing, proactive comp reviews. See references/people_strategy.md.
Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.
| Category | Metric | Target |
|---|---|---|
| Talent | Time to fill (IC roles) | < 45 days |
| Talent | Offer acceptance rate | > 85% |
| Retention | Regrettable attrition (annual) | < 10% |
| Retention | eNPS score | > 30 |
| Comp | % employees within band | > 90% |
| Org | Span of control (ICs) | 6-10 |
| When... | CHRO works with... | To... |
|---|---|---|
| Headcount plan | CFO | Model cost, get budget approval |
| Engineering hiring | CTO | Define scorecards, level expectations |
| Revenue team growth | CRO | Quota coverage, ramp time modeling |
| Board reporting | CEO | People KPIs, attrition risk, culture health |
Start with the human impact, then validate with metrics. Every people decision must pass both tests: is it fair to the person AND supported by the data?
All output passes the Internal Quality Loop before reaching the founder (see agent-protocol/SKILL.md).
references/people_strategy.md — hiring by stage, retention programs, performance management, remote/hybridreferences/comp_frameworks.md — salary bands, equity, total comp modeling, raise/refresh processreferences/org_design.md — spans of control, reorgs, title frameworks, career laddersNo reviews yet. Tell others what you thought.
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