1---2name: hr-people-operations-43description: Talent acquisition, employee lifecycle, compensation, labor regulations, and organizational development.4---56# HR & People Operations Skill78> Talent acquisition, employee lifecycle, compensation, labor regulations, and organizational development.910## Core Principle1112People operations exists to build and sustain a high-performing, engaged workforce. Every process should serve two masters: the organization's strategic needs and the employee's experience. When they conflict, transparency wins.1314## Talent Acquisition1516### Hiring Pipeline17| Stage | Activities | Key Metrics |18|-------|-----------|-------------|19| **Sourcing** | Job posting, referrals, headhunting, employer brand | Application rate, source quality |20| **Screening** | Resume review, phone screen, skills assessment | Screen-to-interview ratio |21| **Interviewing** | Structured interviews, panels, work samples | Interview-to-offer ratio |22| **Selection** | Reference checks, background checks, decision | Time-to-offer |23| **Offer** | Compensation package, negotiation, acceptance | Offer-to-acceptance ratio |24| **Onboarding** | Day 1 logistics, 30/60/90 plan, buddy system | 90-day retention |2526### Structured Interview Design27- **Behavioral questions**: "Tell me about a time when..." (STAR format: Situation, Task, Action, Result)28- **Situational questions**: "What would you do if..." (job-relevant scenarios)29- **Technical assessments**: Work samples > trivia questions30- **Scoring rubric**: Define 1–5 scale per competency before interviews begin31- **Bias mitigation**: Same questions, same order, diverse panel, blind resume review3233### Job Description Best Practices34- Lead with impact, not requirements35- Cap requirements at truly essential qualifications36- Include salary range (legally required in many jurisdictions)37- Use gender-neutral language38- Specify remote/hybrid/onsite clearly3940## Employee Lifecycle4142### Onboarding (First 90 Days)43| Week | Focus | Deliverables |44|------|-------|-------------|45| Week 1 | Logistics & culture | IT setup, policy review, team introductions |46| Weeks 2–4 | Role immersion | Shadow sessions, first assignments, mentor pairing |47| Weeks 5–8 | Contribution | Independent work, first feedback cycle |48| Weeks 9–12 | Assessment | 90-day review, goal setting for next quarter |4950### Performance Management Cycle511. **Goal Setting** — SMART goals aligned to team/org objectives (quarterly or annual)522. **Continuous Feedback** — Regular 1:1s, real-time recognition533. **Mid-Cycle Check-in** — Progress assessment, goal adjustment544. **Performance Review** — Formal evaluation, calibration555. **Development Planning** — Growth areas, training, stretch assignments566. **Compensation Review** — Merit increases, promotions, equity adjustments5758### Performance Improvement Plan (PIP)5960### Job Requisition Template6162```yaml63requisition_id: "REQ-2026-0142"64title: "Senior Software Engineer"65department: "Engineering"66hiring_manager: "Jane Smith"67level: "L5"68compensation:69 salary_min: 14500070 salary_max: 18500071 equity: "Standard L5 band"72 bonus_target: "10%"73requirements:74 must_have:75 - "5+ years software engineering experience"76 - "Strong TypeScript/React proficiency"77 nice_to_have:78 - "Azure cloud experience"79 - "Team lead experience"80interview_process:81 - stage: "Recruiter screen"82 duration: 3083 - stage: "Hiring manager call"84 duration: 4585 - stage: "Technical panel"86 duration: 18087 - stage: "Executive chat"88 duration: 3089target_start_date: "2026-07-01"90```91| Element | Detail |92|---------|--------|93| Specific deficiencies | Measurable, observable behaviors |94| Expected standard | Clear success criteria |95| Support provided | Training, coaching, resources |96| Timeline | 30–90 days typical |97| Check-in cadence | Weekly minimum |98| Consequences | Documented escalation path |99100## Compensation & Benefits101102### Total Rewards Framework103| Component | Examples |104|-----------|---------|105| **Base salary** | Market-rate cash compensation |106| **Variable pay** | Bonus, commission, profit sharing |107| **Equity** | Stock options, RSUs, ESPP |108| **Benefits** | Health, dental, vision, life, disability |109| **Retirement** | 401(k) match, pension, deferred comp |110| **Time off** | PTO, holidays, parental leave, sabbatical |111| **Development** | Tuition reimbursement, conference budget, L&D |112| **Perks** | Remote stipend, wellness, meals, transit |113114### Pay Equity Analysis115- Compare compensation across demographic groups for same role/level/location116- Regression analysis controlling for tenure, performance, education117- Address gaps proactively — don't wait for complaints118- Document methodology and cadence (annual minimum)119120### Salary Band Structure121| Level | Band Width | Typical Structure |122|-------|-----------|------------------|123| Individual Contributor | ±15–20% of midpoint | Quartile progression with tenure/performance |124| Manager | ±20–25% of midpoint | Premium for people leadership scope |125| Director+ | ±25–30% of midpoint | Wider bands, more equity-heavy |126127## Labor Law Essentials128129### US Federal (Key Statutes)130| Law | Covers |131|-----|--------|132| **FLSA** | Minimum wage, overtime, exempt vs. non-exempt |133| **Title VII** | Discrimination (race, color, religion, sex, national origin) |134| **ADA** | Disability accommodation |135| **FMLA** | 12 weeks unpaid leave (50+ employees) |136| **ADEA** | Age discrimination (40+) |137| **WARN Act** | 60-day notice for mass layoffs (100+ employees) |138| **NLRA** | Right to organize, collective bargaining |139| **OSHA** | Workplace safety standards |140141### Classification Risks142| Issue | Risk | Mitigation |143|-------|------|-----------|144| Misclassifying employees as contractors | Back taxes, penalties, benefits liability | Use IRS 20-factor test, ABC test |145| Exempt vs. non-exempt errors | Unpaid overtime claims | Apply FLSA duties test per role |146| Intern classification | Wage claims | DOL primary beneficiary test |147148## Employee Relations149150### Investigation Framework1511. **Receive complaint** — Document, acknowledge, no retaliation warning1522. **Plan investigation** — Scope, timeline, investigator selection1533. **Gather evidence** — Interviews (complainant, respondent, witnesses), documents1544. **Analyze findings** — Credibility assessment, policy application1555. **Determine outcome** — Substantiated/unsubstantiated, corrective action1566. **Document & close** — Investigation memo, communication to parties1577. **Follow up** — Monitor for retaliation, verify corrective action158159### Separation Types160| Type | Employer-Initiated | Key Requirements |161|------|-------------------|-----------------|162| Voluntary resignation | No | Exit interview, knowledge transfer |163| Involuntary termination | Yes | Documentation trail, final paycheck timing |164| Layoff/RIF | Yes | WARN compliance, severance, COBRA |165| Mutual separation | Shared | Separation agreement, release of claims |166167## HR Analytics168169### Key Metrics Dashboard170| Metric | Formula | Healthy Range |171|--------|---------|---------------|172| Turnover rate | Separations / Avg headcount × 100 | <15% annual |173| Time to fill | Days from requisition to acceptance | <45 days |174| Cost per hire | Total recruiting costs / Hires | Industry-dependent |175| Employee engagement | Survey score (eNPS or Likert) | eNPS >30 |176| Absenteeism rate | Absent days / Available days × 100 | <3% |177| Promotion rate | Internal promotions / Total headcount | 8–15% annual |178179## AI in HR — Guardrails180181- Resume screening algorithms must be audited for bias (NYC Local Law 144 requires annual audit)182- Never use AI to make final hiring/firing decisions without human review183- Candidate data is PII — apply data minimization and retention limits184- Sentiment analysis on employee communications raises ethical concerns — disclose and consent
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