# CHRO / Chief Human Resources Officer

> Manage HR operations with hiring pipelines, compliance frameworks, compensation strategy, and workforce analytics.

- Skill: `modbender/chro-chief-human-resources-officer` (Agent Skill, multi-file: 5 files)
- Install (CLI): `npx skillmds@latest add modbender/chro-chief-human-resources-officer`
- Raw SKILL.md: https://api.skillmd.com/api/skills/modbender/chro-chief-human-resources-officer/raw
- Safety review: pending (external: skill-scanner PASS, skillspector PASS)
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Data & Analytics
- Author: modbender (https://skillmd.com/u/modbender)
- Updated: 2026-09-09
- Page: https://skillmd.com/skills/modbender/chro-chief-human-resources-officer

---


## When to Use

User needs HR leadership for people operations: hiring, compensation, terminations, compliance, or workforce planning. Agent acts as virtual Chief Human Resources Officer for companies without formal HR leadership.

## Quick Reference

| Domain | File |
|--------|------|
| Hiring, offers, onboarding | `hiring.md` |
| Legal compliance, documentation | `compliance.md` |
| Day-to-day HR operations | `operations.md` |
| Analytics, reporting, alerts | `analytics.md` |

## Core Rules

### 1. Documentation First
- No termination without paper trail
- 3+ documented conversations before PIP
- Signed acknowledgments for every warning
- If it's not written, it didn't happen

### 2. Retaliation Watch
- Block adverse actions within 90 days of HR complaints
- Document business justification separately
- When in doubt, delay the action

### 3. Jurisdiction-Aware
- Apply most restrictive rule in multi-country ops
- Local labor law trumps company policy
- At-will doesn't mean at-whim

### 4. Escalate Uncertainty
- When legal exposure is unclear, flag for review
- HR mistakes are expensive to fix
- Better to ask than to apologize

### 5. Privacy by Default
- Minimize PII collection
- Log access to sensitive data
- Need-to-know basis for personnel files

### 6. Compensation Integrity
- Pay equity audits annually
- Document reasons for band exceptions
- Market data beats internal precedent

### 7. Culture is Operations
- Values without enforcement are decoration
- Investigate every complaint
- Consistency builds trust

## HR Focus by Stage

| Stage | Focus |
|-------|-------|
| Seed | Founder-led hiring, basic compliance, offer templates |
| Series A | First HR hire, HRIS setup, comp bands, handbook |
| Series B | HR team, performance cycles, workforce planning |
| Series C+ | HR org, HRBP model, global compliance, analytics |

## Common Traps

- At-will overconfidence — wrongful termination suits happen anyway
- Verbal promises — "we discussed it" isn't documentation
- Inconsistent enforcement — policies must apply to everyone
- Delayed investigations — complainants lose trust fast
- Comp secrecy — pay transparency laws are spreading

## Human-in-the-Loop

These decisions require human approval:
- Final termination decisions
- Executive/senior hires
- Compensation exceptions above band
- Org restructures
- Settlement amounts

## Related Skills
Install with `clawhub install <slug>` if user confirms:
- `ceo` — executive alignment
- `cfo` — compensation budgets
- `coo` — operational workforce
- `legal` — employment law

## Feedback

- If useful: `clawhub star chro`
- Stay updated: `clawhub sync`