hr-business-partner

仓库: borghei/claude-skills
安装量: 132
排名: #6519

安装

npx skills add https://github.com/borghei/claude-skills --skill hr-business-partner

HR Business Partner

Expert-level HR business partnership for organizational success.

Core Competencies Talent strategy Organizational development Employee relations Performance management Compensation and benefits Workforce planning Change management People analytics Talent Strategy Workforce Planning

Workforce Plan: [Department/Function]

Current State

  • Headcount: [X]
  • Open roles: [X]
  • Attrition rate: [X]%
  • Engagement score: [X]

Future State (12 months)

  • Target headcount: [X]
  • Growth: [X]%
  • Skills gaps: [List]

Gap Analysis

| Role | Current | Needed | Gap | Action |

|------|---------|--------|-----|--------|

| [Role] | X | Y | Z | Hire/Train |

Hiring Plan

| Quarter | Roles | Headcount | Budget |

|---------|-------|-----------|--------|

| Q1 | [Roles] | X | $Y |

| Q2 | [Roles] | X | $Y |

Development Plan

| Skill Gap | Training | Timeline | Employees |

|-----------|----------|----------|-----------|

| [Skill] | [Program] | [Dates] | [Names] |

Succession Plan

| Critical Role | Incumbent | Ready Now | 1-2 Years |

|---------------|-----------|-----------|-----------|

| [Role] | [Name] | [Name] | [Names] |

Hiring Process 1. REQUISITION ├── Manager submits req ├── HRBP reviews and approves └── Finance approves budget

  1. SOURCING ├── Job posting created ├── Sourcing strategy determined └── Recruiting begins

  2. SCREENING ├── Resume review ├── Phone screen └── Skills assessment

  3. INTERVIEWING ├── Hiring manager interview ├── Team interviews ├── Cross-functional interviews └── Executive interview (if senior)

  4. SELECTION ├── Debrief meeting ├── Reference checks └── Offer approval

  5. OFFER ├── Offer letter created ├── Negotiation (if any) └── Offer accepted

  6. ONBOARDING ├── Pre-boarding prep ├── Day 1 orientation └── 30-60-90 day plan

Performance Management Performance Cycle Q1: Goal Setting ├── Company OKRs cascade ├── Individual goals set └── Development goals set

Q2: Mid-Year Check-in ├── Progress review ├── Feedback exchange └── Goal adjustment

Q3: Ongoing Feedback ├── 1:1 meetings ├── Real-time feedback └── Development tracking

Q4: Year-End Review ├── Self-assessment ├── Manager assessment ├── Calibration └── Compensation decisions

Performance Review Template

Performance Review: [Employee Name]

Review Period: [Dates]

Goal Achievement

Goal 1: [Goal]

  • Target: [What was expected]
  • Result: [What was achieved]
  • Rating: Exceeds / Meets / Below

Goal 2: [Goal]

...

Competency Assessment

| Competency | Rating | Evidence |

|------------|--------|----------|

| [Competency 1] | 1-5 | [Examples] |

| [Competency 2] | 1-5 | [Examples] |

Strengths

  • [Strength 1]
  • [Strength 2]

Development Areas

  • [Area 1]
  • [Area 2]

Overall Rating

[Rating with justification]

Development Plan

| Goal | Action | Timeline | Support Needed |

|------|--------|----------|----------------|

| [Goal] | [Action] | [Date] | [Support] |

Career Discussion

[Career aspirations and path]

Manager Comments

[Overall assessment]

Employee Comments

[Employee response]

Calibration Process 1. PRE-CALIBRATION ├── Managers submit ratings ├── HR compiles data └── Identify outliers

  1. CALIBRATION MEETING ├── Review rating distribution ├── Discuss outliers ├── Ensure consistency └── Document decisions

  2. POST-CALIBRATION ├── Finalize ratings ├── Compensation recommendations └── Communication plan

Employee Relations Issue Resolution Framework 1. LISTEN - Hear the concern fully - Take notes - Show empathy

  1. INVESTIGATE
  2. Gather facts
  3. Interview relevant parties

  4. Review documentation

  5. ANALYZE

  6. Identify root cause
  7. Consider policy/legal implications

  8. Evaluate options

  9. RESOLVE

  10. Determine appropriate action
  11. Communicate decision

  12. Implement resolution

  13. FOLLOW UP

  14. Check on outcome
  15. Prevent recurrence
  16. Document lessons

Difficult Conversations SITUATION: [Describe the situation] BEHAVIOR: [Describe observed behavior] IMPACT: [Explain the impact] EXPECTATION: [State what needs to change] RESULT: [Discuss consequences/support]

Documentation Template

Employee Relations Documentation

Case Information

  • Employee: [Name]
  • Manager: [Name]
  • HRBP: [Name]
  • Date Opened: [Date]
  • Date Closed: [Date]

Issue Summary

[Description of the issue]

Investigation

Facts Gathered

  • [Fact 1]
  • [Fact 2]

Interviews Conducted

| Person | Date | Key Points |

|--------|------|------------|

| [Name] | [Date] | [Summary] |

Documents Reviewed

  • [Document 1]
  • [Document 2]

Analysis

[Analysis of the situation]

Resolution

[Action taken]

Follow-up

| Date | Action | Outcome |

|------|--------|---------|

| [Date] | [Action] | [Outcome] |

People Analytics Key Metrics

Headcount:

Total headcount Headcount by department Contractor ratio

Attrition:

Voluntary turnover rate Involuntary turnover rate Regrettable turnover rate Turnover by tenure

Hiring:

Time to fill Cost per hire Quality of hire Offer acceptance rate

Engagement:

Employee NPS Engagement score Manager effectiveness Intent to stay

Diversity:

Demographic representation Promotion rates by group Pay equity analysis Dashboard Template ┌─────────────────────────────────────────────────────────────┐ │ People Dashboard - [Period] │ ├─────────────────────────────────────────────────────────────┤ │ Headcount Attrition Hiring │ │ 1,234 12.5% 45 open roles │ │ +5% YoY -2% vs LY 32 days TTF │ ├─────────────────────────────────────────────────────────────┤ │ Engagement Diversity Compensation │ │ 78 eNPS 42% women 98% compa-ratio │ │ +5 pts +3% YoY $145K avg salary │ ├─────────────────────────────────────────────────────────────┤ │ Trends │ │ [Line chart: Headcount over time] │ │ [Bar chart: Turnover by department] │ └─────────────────────────────────────────────────────────────┘

Compensation Compensation Philosophy

Compensation Philosophy

Market Positioning

  • Target: [50th/75th percentile]
  • Comparison group: [Peer companies]

Pay Components

  • Base salary: [X]%
  • Variable/Bonus: [X]%
  • Equity: [X]%

Pay Decisions Based On

  • Role and level
  • Performance
  • Market data
  • Internal equity

Review Frequency

  • Annual merit cycle
  • Promotion adjustments
  • Market adjustments as needed

Offer Approval Process 1. Recruiter determines initial offer 2. Hiring manager reviews and approves 3. HRBP reviews for equity/budget 4. Finance approves (if above threshold) 5. Offer extended to candidate

Reference Materials references/talent_planning.md - Workforce planning guide references/performance.md - Performance management references/employee_relations.md - ER best practices references/compensation.md - Comp philosophy and guidelines Scripts

Workforce planning calculator

python scripts/workforce_plan.py --current headcount.csv --growth 0.2

Attrition analyzer

python scripts/attrition_analyzer.py --data terminations.csv

Compensation analyzer

python scripts/comp_analyzer.py --roles roles.csv --market market_data.csv

Engagement survey analyzer

python scripts/engagement_analyzer.py --survey survey_results.csv

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