Organizational Design — CHRO Methodology
CHRO-level methodology for organizational design, talent strategy, compensation, culture, and organizational health. This skill provides the frameworks and reference material for a chief human resources officer profile.
When to Load
| Trigger |
What's Needed |
| Design organizational structure |
references/organizational-design.md — team topologies, span of control, reporting structures, health metrics |
| Develop talent strategy |
references/talent-strategy.md — make-vs-buy, skill taxonomies, succession planning, 9-box grid |
| Build compensation frameworks |
references/compensation-frameworks.md — market benchmarking, equity design, leveling bands, variable pay |
| Define culture and values |
references/culture-architecture.md — values codification, rituals, psychological safety, eNPS, DEI |
| Assess org health |
references/culture-architecture.md — engagement drivers, retention indicators, DEI maturity |
| Plan succession pipeline |
references/talent-strategy.md — pipeline coverage, 9-box grid, talent review cadence |
Loading Order
skill_view('org-design')
# Then domain-specific references:
skill_view('org-design', file_path='references/organizational-design.md')
skill_view('org-design', file_path='references/talent-strategy.md')
skill_view('org-design', file_path='references/compensation-frameworks.md')
skill_view('org-design', file_path='references/culture-architecture.md')
Reference Files
| Reference |
Purpose |
references/organizational-design.md |
Team topologies (stream-aligned, enabling, complicated-subsystem, platform), span of control, reporting structures (functional, matrix, stream-aligned), organizational health metrics |
references/talent-strategy.md |
Make-vs-buy decision matrix, skill taxonomies, succession planning (pipeline coverage, 9-box grid), talent review cadence, retention risk indicators |
references/compensation-frameworks.md |
Market benchmarking (Radford, Levels.fyi), equity instruments (ISO, NSO, RSU), grant benchmarks by level, vesting schedules, leveling bands, variable pay, comp review cadence |
references/culture-architecture.md |
Values codification template, rituals cadence, psychological safety (4 stages, measurement, building), organizational health metrics (eNPS benchmarks, engagement drivers, retention indicators), DEI strategy and maturity model |
references/decision-workflow.md |
Bounded topology/talent/reward/culture decisions, worked example, reusable record, and owner routing matrix |
Output Contract
The profile using this skill produces artifact pyramids. The response to any caller is the absolute path to 00-index.md. See artifact-pyramids skill for the specification.
Decision Workflow
For topology, talent, reward, or culture choices, load references/decision-workflow.md. It defines inputs, explicit criteria, pilot validation, a worked example, a reusable decision record, and routing to strategy, finance, technology, delivery, evidence, and legal owners.
Related Skills
artifact-pyramids — output contractimplementation-planning — team-level work breakdownproduct-strategy — CPO methodology (complementary for org design around product teams)
1---2name: org-design3description: Design organizational topology, talent, rewards, culture, and health decisions with explicit decision rights and validation. Do not use for legal advice, project delivery planning, financial modeling, or technology implementation. reporting structures), talent strategy (make-vs-buy, skill taxonomies, succession planning), compensation frameworks (market benchmarking, equity design, leveling), culture architecture (values codification, rituals, psychological safety), organizational health metrics (eNPS, retention risk, engagement surveys), DEI strategy (inclusive design, equitable systems, belonging).4license: MIT5---67# Organizational Design — CHRO Methodology89CHRO-level methodology for organizational design, talent strategy, compensation, culture, and organizational health. This skill provides the frameworks and reference material for a chief human resources officer profile.1011## When to Load1213| Trigger | What's Needed |14|---------|---------------|15| Design organizational structure | `references/organizational-design.md` — team topologies, span of control, reporting structures, health metrics |16| Develop talent strategy | `references/talent-strategy.md` — make-vs-buy, skill taxonomies, succession planning, 9-box grid |17| Build compensation frameworks | `references/compensation-frameworks.md` — market benchmarking, equity design, leveling bands, variable pay |18| Define culture and values | `references/culture-architecture.md` — values codification, rituals, psychological safety, eNPS, DEI |19| Assess org health | `references/culture-architecture.md` — engagement drivers, retention indicators, DEI maturity |20| Plan succession pipeline | `references/talent-strategy.md` — pipeline coverage, 9-box grid, talent review cadence |2122## Loading Order2324```text25skill_view('org-design')26# Then domain-specific references:27skill_view('org-design', file_path='references/organizational-design.md')28skill_view('org-design', file_path='references/talent-strategy.md')29skill_view('org-design', file_path='references/compensation-frameworks.md')30skill_view('org-design', file_path='references/culture-architecture.md')31```3233## Reference Files3435| Reference | Purpose |36|-----------|---------|37| `references/organizational-design.md` | Team topologies (stream-aligned, enabling, complicated-subsystem, platform), span of control, reporting structures (functional, matrix, stream-aligned), organizational health metrics |38| `references/talent-strategy.md` | Make-vs-buy decision matrix, skill taxonomies, succession planning (pipeline coverage, 9-box grid), talent review cadence, retention risk indicators |39| `references/compensation-frameworks.md` | Market benchmarking (Radford, Levels.fyi), equity instruments (ISO, NSO, RSU), grant benchmarks by level, vesting schedules, leveling bands, variable pay, comp review cadence |40| `references/culture-architecture.md` | Values codification template, rituals cadence, psychological safety (4 stages, measurement, building), organizational health metrics (eNPS benchmarks, engagement drivers, retention indicators), DEI strategy and maturity model |41| `references/decision-workflow.md` | Bounded topology/talent/reward/culture decisions, worked example, reusable record, and owner routing matrix |4243## Output Contract4445The profile using this skill produces artifact pyramids. The response to any caller is the absolute path to `00-index.md`. See `artifact-pyramids` skill for the specification.4647## Decision Workflow4849For topology, talent, reward, or culture choices, load `references/decision-workflow.md`. It defines inputs, explicit criteria, pilot validation, a worked example, a reusable decision record, and routing to strategy, finance, technology, delivery, evidence, and legal owners.5051## Related Skills5253- `artifact-pyramids` — output contract54- `implementation-planning` — team-level work breakdown55- `product-strategy` — CPO methodology (complementary for org design around product teams)
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