chro-advisor
People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.
- Installs
- 596
- Last 24h
- —
- Trending rank
- —
- Security
- Not audited
Install
Works with every agent the skills CLI supports.
npx skills add https://github.com/alirezarezvani/claude-skills --skill chro-advisor- 01
Install
Run the command in your project. The CLI asks which agents to install for.
- 02
Describe the task
Ask your agent for something this skill covers. It loads chro-advisor automatically when relevant.
- 03
Review the result
The agent follows the SKILL.md steps, scripts and references bundled with the skill.
SKILL.md
The instructions your agent reads when the skill is triggered.
CHRO Advisor
People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.
Keywords
CHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition
Quick Start
python scripts/hiring_plan_modeler.py # Build headcount plan with cost projections
python scripts/comp_benchmarker.py # Benchmark salaries and model total comp
Core Responsibilities
1. People Strategy & Headcount Planning
Translate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See references/people_strategy.md for hiring at each growth stage.
2. Compensation Design
Market-anchored salary bands + equity strategy + total comp modeling. See references/comp_frameworks.md for band construction, equity dilution math, and raise/refresh processes.
3. Org Design
Right structure for the stage. Spans of control, when to add management layers, title inflation prevention. See references/org_design.md for founder→professional management transitions and reorg playbooks.
4. Retention & Performance
Retention starts at hire. Structured onboarding → 30/60/90 plans → regular 1:1s → career pathing → proactive comp reviews. See references/people_strategy.md for what actually moves the needle.
Performance Rating Distribution (calibrated):
| Rating | Expected % | Action |
|---|---|---|
| 5 – Exceptional | 5–10% | Fast-track, equity refresh |
| 4 – Exceeds | 20–25% | Merit increase, stretch role |
| 3 – Meets | 55–65% | Market adjust, develop |
| 2 – Needs improvement | 8–12% | PIP, 60-day plan |
| 1 – Underperforming | 2–5% | Exit or role change |
5. Culture & Engagement
Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.
Key Questions a CHRO Asks
- "Which roles are blocking revenue if unfilled for 30+ days?"
- "What's our regrettable attrition rate? Who left that we wish hadn't?"
- "Are managers our retention asset or our attrition cause?"
- "Can a new hire explain their career path in 12 months?"
- "Where are we paying below P50? Who's a flight risk because of it?"
- "What's the cost of this hire vs. the cost of not hiring?"
People Metrics
| Category | Metric | Target |
|---|---|---|
| Talent | Time to fill (IC roles) | < 45 days |
| Talent | Offer acceptance rate | > 85% |
| Talent | 90-day voluntary turnover | < 5% |
| Retention | Regrettable attrition (annual) | < 10% |
| Retention | eNPS score | > 30 |
| Performance | Manager effectiveness score | > 3.8/5 |
| Comp | % employees within band | > 90% |
| Comp | Compa-ratio (avg) | 0.95–1.05 |
| Org | Span of control (ICs) | 6–10 |
| Org | Span of control (managers) | 4–7 |
Red Flags
- Attrition spikes and exit interviews all name the same manager
- Comp bands haven't been refreshed in 18+ months
- No career ladder → top performers leave after 18 months
- Hiring without a written business case or job scorecard
- Performance reviews happen once a year with no mid-year check-in
- Equity refreshes only for executives, not high performers
- Time to fill > 90 days for critical roles
- eNPS below 0 — something is structurally broken
- More than 3 org layers between IC and CEO at < 50 people
Integration with Other C-Suite Roles
| When... | CHRO works with... | To... |
|---|---|---|
| Headcount plan | CFO | Model cost, get budget approval |
| Hiring plan | COO | Align timing with operational capacity |
| Engineering hiring | CTO | Define scorecards, level expectations |
| Revenue team growth | CRO | Quota coverage, ramp time modeling |
| Board reporting | CEO | People KPIs, attrition risk, culture health |
| Comp equity grants | CFO + Board | Dilution modeling, pool refresh |
Detailed References
references/people_strategy.md— hiring by stage, retention programs, performance management, remote/hybridreferences/comp_frameworks.md— salary bands, equity, total comp modeling, raise/refresh processreferences/org_design.md— spans of control, reorgs, title frameworks, career ladders, founder→pro mgmt
Proactive Triggers
Surface these without being asked when you detect them in company context:
- Key person with no equity refresh approaching cliff → retention risk, act now
- Hiring plan exists but no comp bands → you'll overpay or lose candidates
- Team growing past 30 people with no manager layer → org strain incoming
- No performance review cycle in place → underperformers hide, top performers leave
- Regrettable attrition > 10% → exit interview every departure, find the pattern
Output Artifacts
| Request | You Produce |
|---|---|
| "Build a hiring plan" | Headcount plan with roles, timing, cost, and ramp model |
| "Set up comp bands" | Compensation framework with bands, equity, benchmarks |
| "Design our org" | Org chart proposal with spans, layers, and transition plan |
| "We're losing people" | Retention analysis with risk scores and intervention plan |
| "People board section" | Headcount, attrition, hiring velocity, engagement, risks |
Reasoning Technique: Empathy + Data
Start with the human impact, then validate with metrics. Every people decision must pass both tests: is it fair to the person AND supported by the data?
Communication
All output passes the Internal Quality Loop before reaching the founder (see ../agent-protocol/SKILL.md).
- Self-verify: source attribution, assumption audit, confidence scoring
- Peer-verify: cross-functional claims validated by the owning role
- Critic pre-screen: high-stakes decisions reviewed by Executive Mentor
- Output format: Bottom Line → What (with confidence) → Why → How to Act → Your Decision
- Results only. Every finding tagged: 🟢 verified, 🟡 medium, 🔴 assumed.
Context Integration
- Always read
company-context.mdbefore responding (if it exists) - During board meetings: Use only your own analysis in Phase 2 (no cross-pollination)
- Invocation: You can request input from other roles:
[INVOKE:role|question]
FAQ
What does the chro-advisor skill do?
People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management.
How do I install chro-advisor?
Run npx skills add https://github.com/alirezarezvani/claude-skills --skill chro-advisor in your project. The skills CLI detects the agents you use and copies the skill into the right folder. For Claude Code you can also place the skill folder at ~/.claude/skills/chro-advisor/ (personal) or .claude/skills/chro-advisor/ (project).
Which AI agents can use chro-advisor?
Any agent that supports the open Agent Skills format (a folder with a SKILL.md file), including Claude Code, Codex, Cursor, GitHub Copilot, Gemini CLI, Windsurf, Cline, OpenCode and more.
Is chro-advisor safe to install?
No partner security audit is available yet. Skills can run commands and scripts, so read the SKILL.md and any bundled files before installing.
Who maintains chro-advisor?
It is published by alirezarezvani in alirezarezvani/claude-skills. It has 596 recorded installs.
More from alirezarezvani/claude-skills
engineering-skills
alirezarezvani/claude-skills
Index of the engineering-team skills bundle for Claude Code, Codex, Gemini CLI, Cursor, OpenClaw, and 6 more tools. Architecture, frontend, backend, QA, DevOps, security, AI/ML, data engineering, Playwright, Stripe, AWS, MS365 (stdlib-only Python tools). Use when browsing or choosing among engineering-team role skills — load only the one specialist SKILL.md you need, never bulk-load the bundle.
finance-skills
alirezarezvani/claude-skills
Router/index for the finance skills bundled in this plugin: financial-analyst (ratio analysis, DCF valuation, budget variance, rolling forecasts), saas-metrics-coach (ARR/MRR, churn, CAC/LTV, NRR, quick ratio) and month-end-close (close calendar, reconciliations, flux review). Use when a finance request doesn't obviously match one skill and you need to pick the right one (e.g., 'analyze these financials', 'how healthy are my SaaS metrics').
marketing-skills
alirezarezvani/claude-skills
Directory and router for the marketing skills library. Use when you need to find the right marketing skill for a task, see what marketing capabilities exist, or get oriented in this plugin. 44 specialist skills across 8 pods (content, SEO + AEO, CRO, channels, growth, intelligence, sales enablement, ops), 59 stdlib Python tools. Routes to one skill — it does not execute marketing work itself.
business-growth-skills
alirezarezvani/claude-skills
Router/index for the 4 business & growth skills bundled in this plugin: customer-success-manager (health scoring, churn risk, expansion), sales-engineer (RFP analysis, competitive matrices, PoC planning), revenue-operations (pipeline, forecast accuracy, GTM efficiency), and contract-and-proposal-writer. Use when a growth/revenue request doesn't obviously match one skill and you need to pick the right one (e.g., 'which accounts are at risk', 'should we bid on this RFP').
engineering-advanced-skills
alirezarezvani/claude-skills
Index of 37 advanced engineering agent skills for Claude Code, Codex, Gemini CLI, Cursor, OpenClaw. Use when browsing or choosing among the POWERFUL-tier engineering skills: agent design, RAG, MCP servers, CI/CD, database design, observability, security auditing, changelog/release automation, reliability (SLO/chaos/flags/operators), platform ops.
product-skills
alirezarezvani/claude-skills
Use when coordinating product work across the 12 bundled product sub-skills (RICE, OKRs, UX research, design tokens, competitive teardown, analytics, experiments, discovery, roadmaps, spec-to-repo, landing pages, SaaS scaffolding) or the 4 standalone product-team plugins (user stories, Apple HIG, code-to-PRD, research summarizer). Triggers on 'help me prioritize', 'plan a product experiment', 'we ship features nobody uses', 'run the discovery loop', 'is our OST sound'. Forks context to route to one sub-skill via a deterministic signal router and returns a digest; can also drive a continuous-discovery loop (Torres cadence tracker + OST linter as machine gates) or a full goal→plan→execute→verify→close run through the repo-wide agent-harness. Distinct from project-management (how to deliver vs what to build), marketing/landing (from-scratch pages), and engineering/agent-harness (the generic loop engine this orchestrator plugs into).
Popular business & finance skills
sales-enablement
coreyhaines31/marketingskills
When the user wants to create sales collateral, pitch decks, one-pagers, objection handling docs, or demo scripts. Also use when the user mentions 'sales deck,' 'pitch deck,' 'one-pager,' 'leave-behind,' 'objection handling,' 'deal-specific ROI analysis,' 'demo script,' 'talk track,' 'sales playbook,' 'proposal template,' 'buyer persona card,' 'battle card,' 'battlecard,' 'competitive one-pager,' 'win-loss analysis,' 'why are we losing deals,' 'loss reasons,' 'how do I respond to this objection,' 'prospect just said,' 'help my sales team,' 'sales materials,' or 'what should I give my sales reps,' 'cold call script,' or 'voicemail script.' Use this for any document or asset that helps a sales team close deals. For public competitor comparison pages, see competitors. For running buyer interviews or churn research, see customer-research. For marketing website copy, see copywriting. For cold outreach emails, see cold-email. For the offer being sold (bonuses, guarantees, pricing structure),
revops
coreyhaines31/marketingskills
When the user wants help with revenue operations, lead lifecycle management, or marketing-to-sales handoff processes. Also use when the user mentions 'RevOps,' 'revenue operations,' 'lead scoring,' 'outbound pipeline stages,' 'lead routing,' 'MQL,' 'SQL,' 'pipeline stages,' 'deal desk,' 'CRM automation,' 'marketing-to-sales handoff,' 'data hygiene,' 'leads aren't getting to sales,' 'pipeline management,' 'lead qualification,' or 'when should marketing hand off to sales.' Use this for anything involving the systems and processes that connect marketing to revenue. For cold outreach emails, see cold-email. For email drip campaigns, see emails. For pricing decisions, see pricing.
sales-funnel-blueprint
autonnel/autonnel-skills
Turn an offer into a concrete multi-step sales funnel spec - page-by-page structure, price ladder, copy outline and the metrics each step must hit. Use when asked to build a sales funnel, marketing funnel, landing page flow, lead magnet funnel, webinar funnel, tripwire or VSL funnel, when planning a product launch page flow, or when someone asks "what pages do I need" for selling something online.
pricing
coreyhaines31/marketingskills
When the user wants help with pricing decisions, packaging, or monetization strategy. Also use when the user mentions 'pricing,' 'pricing tiers,' 'freemium,' 'free trial,' 'packaging,' 'price increase,' 'value metric,' 'Van Westendorp,' 'willingness to pay,' 'monetization,' 'how much should I charge,' 'my pricing is wrong,' 'pricing page,' 'annual vs monthly,' 'per seat pricing,' 'should I offer a free plan,' 'pricing page teardown,' 'pricing page audit,' 'is my pricing page AI-readable,' or 'can AI read my pricing.' Use this whenever someone is figuring out what to charge, how to structure their plans, or wants to audit a pricing page (for humans and for the AI agents that shortlist tools). For in-app upgrade screens, see paywalls. For offer construction (bonuses, guarantees, value framing, naming) on services/courses/coaching/high-ticket B2B, see offers.
cross-border-ecommerce
nexscope-ai/ecommerce-skills
Cross-border e-commerce expansion advisor. Scores target markets on 8 weighted dimensions (market size, ecommerce penetration, competition, regulatory complexity, logistics infrastructure, payment ecosystem, cultural distance, IP protection), compares 5 fulfillment models with cost and transit data, provides country-by-country tax/duty compliance guides (EU VAT/IOSS, UK VAT, US sales tax, CA GST, AU GST, JP consumption tax), maps local payment preferences by market, and builds a phased expansion roadmap. No API key required.
pricing-strategy
coreyhaines31/marketingskills
When the user wants help with pricing decisions, packaging, or monetization strategy. Also use when the user mentions 'pricing,' 'pricing tiers,' 'freemium,' 'free trial,' 'packaging,' 'price increase,' 'value metric,' 'Van Westendorp,' 'willingness to pay,' 'monetization,' 'how much should I charge,' 'my pricing is wrong,' 'pricing page,' 'annual vs monthly,' 'per seat pricing,' or 'should I offer a free plan.' Use this whenever someone is figuring out what to charge or how to structure their plans. For in-app upgrade screens, see paywall-upgrade-cro.