1---2name: hr-people-operations3description: Talent acquisition, employee lifecycle, compensation, labor regulations, and organizational development.4---5
6# HR & People Operations Skill
7
8
9> Talent acquisition, employee lifecycle, compensation, labor regulations, and organizational development.
10
11## Core Principle
12
13People 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.
14
15## Talent Acquisition
16
17### Hiring Pipeline
18
19| Stage | Activities | Key Metrics |
20|-------|-----------|-------------|
21| **Sourcing** | Job posting, referrals, headhunting, employer brand | Application rate, source quality |
22| **Screening** | Resume review, phone screen, skills assessment | Screen-to-interview ratio |
23| **Interviewing** | Structured interviews, panels, work samples | Interview-to-offer ratio |
24| **Selection** | Reference checks, background checks, decision | Time-to-offer |
25| **Offer** | Compensation package, negotiation, acceptance | Offer-to-acceptance ratio |
26| **Onboarding** | Day 1 logistics, 30/60/90 plan, buddy system | 90-day retention |
27
28### Structured Interview Design
29
30- **Behavioral questions**: "Tell me about a time when..." (STAR format: Situation, Task, Action, Result)
31- **Situational questions**: "What would you do if..." (job-relevant scenarios)
32- **Technical assessments**: Work samples > trivia questions
33- **Scoring rubric**: Define 1–5 scale per competency before interviews begin
34- **Bias mitigation**: Same questions, same order, diverse panel, blind resume review
35
36### Job Description Best Practices
37
38- Lead with impact, not requirements
39- Cap requirements at truly essential qualifications
40- Include salary range (legally required in many jurisdictions)
41- Use gender-neutral language
42- Specify remote/hybrid/onsite clearly
43
44## Employee Lifecycle
45
46### Onboarding (First 90 Days)
47
48| Week | Focus | Deliverables |
49|------|-------|-------------|
50| Week 1 | Logistics & culture | IT setup, policy review, team introductions |
51| Weeks 2–4 | Role immersion | Shadow sessions, first assignments, mentor pairing |
52| Weeks 5–8 | Contribution | Independent work, first feedback cycle |
53| Weeks 9–12 | Assessment | 90-day review, goal setting for next quarter |
54
55### Performance Management Cycle
56
571. **Goal Setting** — SMART goals aligned to team/org objectives (quarterly or annual)
582. **Continuous Feedback** — Regular 1:1s, real-time recognition
593. **Mid-Cycle Check-in** — Progress assessment, goal adjustment
604. **Performance Review** — Formal evaluation, calibration
615. **Development Planning** — Growth areas, training, stretch assignments
626. **Compensation Review** — Merit increases, promotions, equity adjustments
63
64### Performance Improvement Plan (PIP)
65
66### Job Requisition Template
67
68```yaml
69requisition_id: "REQ-2026-0142"
70title: "Senior Software Engineer"
71department: "Engineering"
72hiring_manager: "Jane Smith"
73level: "L5"
74compensation:
75 salary_min: 145000
76 salary_max: 185000
77 equity: "Standard L5 band"
78 bonus_target: "10%"
79requirements:
80 must_have:
81 - "5+ years software engineering experience"
82 - "Strong TypeScript/React proficiency"
83 nice_to_have:
84 - "Azure cloud experience"
85 - "Team lead experience"
86interview_process:
87 - stage: "Recruiter screen"
88 duration: 30
89 - stage: "Hiring manager call"
90 duration: 45
91 - stage: "Technical panel"
92 duration: 180
93 - stage: "Executive chat"
94 duration: 30
95target_start_date: "2026-07-01"
96```
97
98| Element | Detail |
99|---------|--------|
100| Specific deficiencies | Measurable, observable behaviors |
101| Expected standard | Clear success criteria |
102| Support provided | Training, coaching, resources |
103| Timeline | 30–90 days typical |
104| Check-in cadence | Weekly minimum |
105| Consequences | Documented escalation path |
106
107## Compensation & Benefits
108
109### Total Rewards Framework
110
111| Component | Examples |
112|-----------|---------|
113| **Base salary** | Market-rate cash compensation |
114| **Variable pay** | Bonus, commission, profit sharing |
115| **Equity** | Stock options, RSUs, ESPP |
116| **Benefits** | Health, dental, vision, life, disability |
117| **Retirement** | 401(k) match, pension, deferred comp |
118| **Time off** | PTO, holidays, parental leave, sabbatical |
119| **Development** | Tuition reimbursement, conference budget, L&D |
120| **Perks** | Remote stipend, wellness, meals, transit |
121
122### Pay Equity Analysis
123
124- Compare compensation across demographic groups for same role/level/location
125- Regression analysis controlling for tenure, performance, education
126- Address gaps proactively — don't wait for complaints
127- Document methodology and cadence (annual minimum)
128
129### Salary Band Structure
130
131| Level | Band Width | Typical Structure |
132|-------|-----------|------------------|
133| Individual Contributor | ±15–20% of midpoint | Quartile progression with tenure/performance |
134| Manager | ±20–25% of midpoint | Premium for people leadership scope |
135| Director+ | ±25–30% of midpoint | Wider bands, more equity-heavy |
136
137## Labor Law Essentials
138
139### US Federal (Key Statutes)
140
141| Law | Covers |
142|-----|--------|
143| **FLSA** | Minimum wage, overtime, exempt vs. non-exempt |
144| **Title VII** | Discrimination (race, color, religion, sex, national origin) |
145| **ADA** | Disability accommodation |
146| **FMLA** | 12 weeks unpaid leave (50+ employees) |
147| **ADEA** | Age discrimination (40+) |
148| **WARN Act** | 60-day notice for mass layoffs (100+ employees) |
149| **NLRA** | Right to organize, collective bargaining |
150| **OSHA** | Workplace safety standards |
151
152### Classification Risks
153
154| Issue | Risk | Mitigation |
155|-------|------|-----------|
156| Misclassifying employees as contractors | Back taxes, penalties, benefits liability | Use IRS 20-factor test, ABC test |
157| Exempt vs. non-exempt errors | Unpaid overtime claims | Apply FLSA duties test per role |
158| Intern classification | Wage claims | DOL primary beneficiary test |
159
160## Employee Relations
161
162### Investigation Framework
163
1641. **Receive complaint** — Document, acknowledge, no retaliation warning
1652. **Plan investigation** — Scope, timeline, investigator selection
1663. **Gather evidence** — Interviews (complainant, respondent, witnesses), documents
1674. **Analyze findings** — Credibility assessment, policy application
1685. **Determine outcome** — Substantiated/unsubstantiated, corrective action
1696. **Document & close** — Investigation memo, communication to parties
1707. **Follow up** — Monitor for retaliation, verify corrective action
171
172### Separation Types
173
174| Type | Employer-Initiated | Key Requirements |
175|------|-------------------|-----------------|
176| Voluntary resignation | No | Exit interview, knowledge transfer |
177| Involuntary termination | Yes | Documentation trail, final paycheck timing |
178| Layoff/RIF | Yes | WARN compliance, severance, COBRA |
179| Mutual separation | Shared | Separation agreement, release of claims |
180
181## HR Analytics
182
183### Key Metrics Dashboard
184
185| Metric | Formula | Healthy Range |
186|--------|---------|---------------|
187| Turnover rate | Separations / Avg headcount × 100 | <15% annual |
188| Time to fill | Days from requisition to acceptance | <45 days |
189| Cost per hire | Total recruiting costs / Hires | Industry-dependent |
190| Employee engagement | Survey score (eNPS or Likert) | eNPS >30 |
191| Absenteeism rate | Absent days / Available days × 100 | <3% |
192| Promotion rate | Internal promotions / Total headcount | 8–15% annual |
193
194## AI in HR — Guardrails
195
196- Resume screening algorithms must be audited for bias (NYC Local Law 144 requires annual audit)
197- Never use AI to make final hiring/firing decisions without human review
198- Candidate data is PII — apply data minimization and retention limits
199- Sentiment analysis on employee communications raises ethical concerns — disclose and consent
gabrielmoreira