OpenClaw

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.

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查看来源 ↗安装与使用 SKILL.md ↗

安装与使用

请根据来源仓库和你的 AI 工具说明安装此技能。先阅读技能文件和依赖要求，再添加到工作流。

SkillHub CLI

skillhub install alirezarezvani/chro-advisor

打开来源仓库，查看说明和兼容环境后，按来源提供的命令或步骤安装。

将来源链接提供给你的 Agent，让它先读取说明、核对依赖，并向你说明将执行的安装步骤。

查看来源 ↗使用指南

技能说明

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...

来源信息

Source: github
Repository: openclaw/skills
Path: skills/alirezarezvani/chro-advisor
Version: —
Commit: a846122d4f2c88077995f3e004c4b6ca51add913
分类来源: rules
状态: active
可见性: public

这些信息来自收录时的来源分析，可能滞后；使用前请核对最新来源文件。

来源内容

SKILL.md

# 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...

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