hr-talent
HR and talent management expertise for talent acquisition, performance management, compensation strategy, organizational design, culture building, succession planning, and D&I programs. Use when hiring, managing performance, designing organizations, or building culture.
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Install
Works with every agent the skills CLI supports.
npx skills add https://github.com/travisjneuman/.claude --skill hr-talent- 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 hr-talent 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.
HR & Talent Expert
Comprehensive HR frameworks for talent acquisition, performance management, and organizational development.
Talent Acquisition
Strategic Workforce Planning
WORKFORCE PLANNING PROCESS:
1. DEMAND ANALYSIS
- Business strategy alignment
- Headcount projections (growth, attrition, productivity)
- Skills gap analysis
- Scenario modeling
2. SUPPLY ANALYSIS
- Current workforce inventory
- Skills assessment
- Retirement projections
- Internal mobility potential
3. GAP ANALYSIS
- Quantity gaps (headcount)
- Quality gaps (skills, capabilities)
- Location gaps (geographic)
- Timeline gaps (when needed)
4. ACTION PLANNING
- Build (develop internally)
- Buy (external hiring)
- Borrow (contingent, partnerships)
- Bot (automation)
Recruiting Metrics
| Metric | Formula | Benchmark |
|---|---|---|
| Time to Fill | Days from req open to offer accept | 30-45 days |
| Time to Hire | Days from first contact to start | 25-35 days |
| Cost per Hire | Total recruiting costs / Hires | $3,000-$5,000 |
| Quality of Hire | Performance + Retention + Time to Productivity | 80%+ |
| Offer Acceptance Rate | Offers accepted / Offers made | 85%+ |
| Source Effectiveness | Hires by source / Applications by source | Varies |
| Diversity Hiring | Diverse hires / Total hires | Target-based |
Interview Framework
STRUCTURED INTERVIEW DESIGN:
COMPETENCY-BASED:
- Define success profile
- Identify critical competencies
- Develop behavioral questions (STAR)
- Create scoring rubric
INTERVIEW SCORECARD:
| Competency | Weight | 1-5 Rating | Notes |
|------------|--------|------------|-------|
| Technical skills | 30% | | |
| Problem solving | 20% | | |
| Leadership | 20% | | |
| Culture fit | 15% | | |
| Communication | 15% | | |
STAR METHOD:
S - Situation: Context and background
T - Task: Responsibility and objective
A - Action: Steps taken personally
R - Result: Outcomes and learnings
Performance Management
Performance Framework
ANNUAL CYCLE:
Q1: Goal Setting
- Cascade from corporate objectives
- SMART goal creation
- Development goal inclusion
- Manager-employee alignment
Q2: Mid-Year Check-in
- Progress review
- Goal adjustment
- Feedback exchange
- Development discussion
Q3: Continuous Feedback
- Ongoing conversations
- Real-time recognition
- Course correction
- Skill development
Q4: Annual Review
- Performance assessment
- Calibration sessions
- Compensation decisions
- Development planning
Goal Setting (OKR Framework)
OBJECTIVE: Qualitative description of what you want to achieve
- Inspirational
- Time-bound
- Action-oriented
KEY RESULTS: Quantitative measures of success
- Specific and measurable
- Aggressive but achievable
- Outcome-based (not task-based)
EXAMPLE:
Objective: Build a world-class engineering team
KR1: Increase eng hiring from 10 to 25/quarter
KR2: Improve offer acceptance rate from 70% to 85%
KR3: Reduce new hire 6-month attrition from 15% to 5%
KR4: Achieve 4.5/5.0 team engagement score
Performance Calibration
| Rating | Distribution | Definition |
|---|---|---|
| Exceptional | 5-10% | Consistently exceeds, role model |
| Exceeds | 20-25% | Above expectations, strong performer |
| Meets | 55-65% | Achieves expectations, solid contributor |
| Needs Improvement | 10-15% | Below expectations, support needed |
| Unsatisfactory | 0-5% | Significantly below, action required |
Compensation Strategy
Total Rewards Philosophy
COMPENSATION ELEMENTS:
BASE SALARY
- Market positioning (P25, P50, P75)
- Pay grades and ranges
- Geographic differentials
- Compression management
SHORT-TERM INCENTIVE
- Annual bonus
- Performance metrics (corporate, business, individual)
- Target and maximum payouts
- Threshold requirements
LONG-TERM INCENTIVE
- Stock options
- Restricted stock units (RSUs)
- Performance shares
- Vesting schedules
BENEFITS
- Health and welfare
- Retirement (401k match, pension)
- Time off
- Perquisites
Market Positioning Strategy
| Percentile | Philosophy | When to Use |
|---|---|---|
| P75+ | Lead | Critical skills, war for talent |
| P50-P75 | Competitive | Key roles, retention focus |
| P50 | Market | Standard positions |
| P25-P50 | Lag | Offset by other rewards |
Pay Equity Analysis
ANALYSIS FRAMEWORK:
1. STATISTICAL ANALYSIS
- Regression analysis controlling for:
- Job level/grade
- Performance rating
- Tenure
- Geography
- Education/credentials
2. COHORT ANALYSIS
- Same job, same location
- Compa-ratio comparisons
- Progression analysis
3. ROOT CAUSE INVESTIGATION
- Starting salary disparities
- Promotion rate differences
- Merit increase patterns
- Hire mix analysis
4. REMEDIATION
- Adjustment budgets
- Process improvements
- Policy changes
- Monitoring systems
Organizational Design
Organization Structure Models
| Structure | Best For | Advantages | Disadvantages |
|---|---|---|---|
| Functional | Stable, efficiency-focused | Expertise, efficiency | Silos, slow decisions |
| Divisional | Diverse products/markets | Accountability, responsiveness | Duplication, competition |
| Matrix | Complex, multiple priorities | Flexibility, resource sharing | Conflict, complexity |
| Flat | Innovation, speed | Agility, empowerment | Scale limitations |
| Network | Partnerships, outsourcing | Flexibility, cost | Control, coordination |
Span of Control Guidelines
| Level | Typical Span | Factors |
|---|---|---|
| Executive | 5-8 direct reports | Complexity, strategy time |
| Director | 6-10 direct reports | Team maturity, role complexity |
| Manager | 8-15 direct reports | Task similarity, systems |
| Supervisor | 15-25+ direct reports | Routine work, clear processes |
Role Design (RACI Matrix)
R - Responsible: Does the work
A - Accountable: Final decision authority
C - Consulted: Provides input
I - Informed: Kept updated
| Activity | Role A | Role B | Role C | Role D |
|----------|--------|--------|--------|--------|
| Task 1 | A | R | C | I |
| Task 2 | A/R | C | | I |
| Task 3 | A | R | R | C |
Culture & Engagement
Culture Framework
CULTURE ELEMENTS:
VALUES: Core beliefs guiding behavior
- What we stand for
- How we make decisions
- What we reward and recognize
NORMS: Unwritten rules of behavior
- How we communicate
- How we collaborate
- How we handle conflict
SYMBOLS: Visible representations
- Physical space design
- Dress code
- Rituals and ceremonies
PRACTICES: How work gets done
- Meeting culture
- Decision-making processes
- Recognition programs
Employee Engagement Survey
| Category | Sample Questions | Target |
|---|---|---|
| Engagement | "I would recommend this company" | 80%+ |
| Purpose | "My work makes a difference" | 85%+ |
| Development | "I have growth opportunities" | 70%+ |
| Manager | "My manager supports me" | 80%+ |
| Recognition | "I feel valued for my contributions" | 75%+ |
| Wellbeing | "I can maintain work-life balance" | 70%+ |
eNPS (Employee Net Promoter Score)
CALCULATION:
eNPS = % Promoters (9-10) - % Detractors (0-6)
SCORING:
70+ Excellent
50-69 Great
30-49 Good
10-29 Average
<10 Needs Work
ACTION PLANNING:
- Segment by team, location, tenure
- Identify drivers through comments
- Create targeted improvement plans
- Close the loop with employees
Succession Planning
Succession Framework
9-BOX ASSESSMENT:
PERFORMANCE
Low Medium High
POTENTIAL High Enigma Rising High
Star Potential
Medium Under Core High
Performer Performer Performer
Low Poor Effective Solid
Fit Performer Performer
Succession Planning Process
1. IDENTIFY CRITICAL ROLES
- Business impact
- Difficulty to fill
- Single points of failure
- Strategic importance
2. ASSESS TALENT
- Current performance
- Future potential
- Readiness timeline
- Risk of departure
3. DEVELOP SUCCESSORS
- Individual development plans
- Stretch assignments
- Mentoring/coaching
- Formal training
4. REVIEW AND UPDATE
- Annual talent reviews
- Emergency succession
- Pipeline health metrics
Readiness Assessment
| Timeline | Characteristics | Development Focus |
|---|---|---|
| Ready Now | Can perform immediately | Retention, engagement |
| Ready 1-2 Years | Needs minor development | Targeted experiences |
| Ready 3-5 Years | High potential, gaps exist | Accelerated development |
| Long-term | Early career potential | Foundational development |
Diversity, Equity & Inclusion
DEI Strategy Framework
DIMENSIONS OF DIVERSITY:
- Identity: Race, gender, age, disability, LGBTQ+
- Experience: Background, education, industry
- Cognitive: Thinking styles, perspectives
EQUITY FOCUS AREAS:
- Hiring practices
- Promotion rates
- Compensation parity
- Access to opportunities
- Voice and representation
INCLUSION INDICATORS:
- Belonging scores
- Retention by demographic
- Participation rates
- Psychological safety
DEI Metrics Dashboard
| Metric | Measurement | Cadence |
|---|---|---|
| Representation | % by demographic across levels | Quarterly |
| Hiring | Application, interview, offer by demographic | Monthly |
| Promotion | Promotion rate by demographic | Annual |
| Retention | Turnover by demographic | Quarterly |
| Pay Equity | Adjusted pay gaps | Annual |
| Inclusion | Survey scores by demographic | Semi-annual |
Inclusive Hiring Practices
BIAS REDUCTION:
- [ ] Diverse interview panels
- [ ] Structured interviews
- [ ] Skills-based assessments
- [ ] Blind resume review
- [ ] Diverse candidate slates
- [ ] Inclusive job descriptions
- [ ] Equitable sourcing
- [ ] Interview training
HR Analytics
Key HR Metrics
| Category | Metric | Formula |
|---|---|---|
| Turnover | Voluntary Turnover | Voluntary terms / Avg headcount |
| Regrettable Turnover | High performer terms / High performers | |
| First Year Turnover | <1 yr terms / New hires | |
| Retention | Retention Rate | (Start HC - Terms) / Start HC |
| Engagement | eNPS | Promoters% - Detractors% |
| Development | Internal Fill Rate | Internal hires / Total hires |
| Productivity | Revenue per Employee | Revenue / FTE |
| Cost | HR Cost per Employee | Total HR cost / FTE |
See Also
- Leadership
- Operations
- Business Strategy
FAQ
What does the hr-talent skill do?
HR and talent management expertise for talent acquisition, performance management, compensation strategy, organizational design, culture building, succession planning, and D&I programs. Use when hiring, managing performance, designing organizations, or building culture.
How do I install hr-talent?
Run npx skills add https://github.com/travisjneuman/.claude --skill hr-talent 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/hr-talent/ (personal) or .claude/skills/hr-talent/ (project).
Which AI agents can use hr-talent?
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 hr-talent 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 hr-talent?
It is published by travisjneuman in travisjneuman/.claude. It has 213 recorded installs.
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