chro-advisor

# 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

```bash
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...