# Hr People Ops

> Use when designing hiring processes, writing job descriptions, running performance reviews, or documenting culture and values

- Skill: `kienbui1995/hr-people-ops` (Agent Skill)
- Install (CLI): `npx skillmds@latest add kienbui1995/hr-people-ops`
- Raw SKILL.md: https://api.skillmd.com/api/skills/kienbui1995/hr-people-ops/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: kienbui1995 (https://skillmd.com/u/kienbui1995)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/kienbui1995/hr-people-ops

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# HR & People Operations

## When to Use
When building or improving hiring, performance management, or team culture systems.

## Core Jobs

### 1. Job Description Writing
Structure:
- **Role summary** (2–3 sentences): what they'll own, team they join, impact they'll have
- **Responsibilities** (5–7 bullets): what they'll do day-to-day, not generic
- **Requirements**: must-have (3–5) vs nice-to-have (2–3) — fewer = better candidates
- **Compensation range**: include it — it filters mismatches and signals transparency
- **Benefits**: meaningful ones only (not "free coffee")

Anti-jargon: remove "rockstar", "ninja", "hustle culture". List requirements people actually need.

### 2. Hiring Process Design
Stages:
1. Application screen (resume + cover letter or work sample)
2. Recruiter screen (30 min: culture, motivation, basics)
3. Technical screen (60 min: skills assessment)
4. Team interview (60–90 min: depth + cross-functional)
5. Offer

Per stage: define what you're assessing, who conducts it, decision criteria.
Document rubrics — reduces bias, enables consistent evaluation.

### 3. Performance Reviews
Cycle: quarterly check-ins + annual review (not annual-only)
Template:
- Goals set at period start (3–5, SMART)
- Self-assessment: what did you achieve? what would you do differently?
- Manager assessment: against goals and behaviors
- Development plan: 1–2 growth areas with support commitment

Calibration: managers review ratings together before communicating — reduces grade inflation.

### 4. Culture Documentation
Write what you actually do, not aspirational values:
- How decisions get made (top-down? consensus? disagree-and-commit?)
- How feedback is given (direct? only in reviews?)
- How work is structured (async-first? sync-heavy?)
- How people advance (what does promotion require?)

## Key Outputs
- Job description template
- Interview process guide with rubrics
- Performance review template
- Culture operating guide

## Anti-Patterns
- Job descriptions that are a wishlist (everyone must have 10 years experience in a 5-year-old technology)
- No rubrics — gut-feel hiring enables bias
- Annual-only reviews (feedback arrives too late)
- Culture deck that doesn't match lived reality