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People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention.
Passed 10 of 22 test cases with the skill, and 0 of 22 without it.
10 fixed0 passed either way12 still failing0 broke
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People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.
CHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition
python scripts/hiring_plan_modeler.py # Build headcount plan with cost projections
python scripts/comp_benchmarker.py # Benchmark salaries and model total comp
Translate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See references/people_strategy.md for hiring at each growth stage.
Market-anchored salary bands + equity strategy + total comp modeling. See references/comp_frameworks.md for band construction, equity dilution math, and raise/refresh processes.
Right structure for the stage. Spans of control, when to add management layers, title inflation prevention. See references/org_design.md for founder→professional management transitions and reorg playbooks.
Retention starts at hire. Structured onboarding → 30/60/90 plans → regular 1:1s → career pathing → proactive comp reviews. See references/people_strategy.md for what actually moves the needle.
Performance Rating Distribution (calibrated):
| Rating | Expected % | Action |
|---|---|---|
| 5 – Exceptional | 5–10% | Fast-track, equity refresh |
| 4 – Exceeds | 20–25% | Merit increase, stretch role |
| 3 – Meets | 55–65% | Market adjust, develop |
| 2 – Needs improvement | 8–12% | PIP, 60-day plan |
| 1 – Underperforming | 2–5% | Exit or role change |
Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.
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