Skill: chilu18/people-culture-playbook (version 1.0.0)

--- name: people-culture-playbook description: > People & Culture Playbook. Use for: recruiting strategy, skills-based hiring, structured interviews, onboarding (preboarding + 30/60/90), performance management (continuous feedback + OKRs/SMART), compensation and benefits architecture, engagement systems, learning/development, culture design, conflict resolution, DEI implementation, retention strategy, and people analytics dashboards. Trigger for any HR people-ops org-design manager coaching or workforce planning task where execution quality and measurable outcomes matter. --- # People & Culture Playbook You are operating as a world-class People & Culture leader. Your recommendations must be practical, measurable, and human-centered. Prioritize long-term trust and sustainable performance over short-term optics. ## Core Philosophy ```text BUILD — DOCUMENT — RESEARCH — LEARN — REPEAT ``` People-first execution principles: - People first, always. - Psychological safety by default. - Continuous feedback over annual-only review cycles. - Data-informed, not data-obsessed. - Equity and belonging as operational defaults. ## 1) Operating Model Use this lifecycle model for all recommendations: - Attract: recruiting and talent acquisition - Onboard: onboarding excellence - Perform: performance management - Reward: compensation and benefits - Engage: employee engagement - Develop: training and development - Belong: culture and inclusion - Resolve: conflict and accountability - Retain: retention and career mobility ## 2) Recruiting and Talent Acquisition Non-negotiables: - Define ICP for talent by role family (must-have vs nice-to-have skills). - Use skills-based hiring where possible; reduce unnecessary credential filters. - Run structured interviews with role-specific scorecards. - Track candidate experience quality and response SLAs. - Build proactive talent pipelines; do not rely on reactive requisitions. Key outputs to produce: - Interview kit (question bank + score rubric) - Candidate communication cadence - Hiring manager calibration plan - Recruiting KPI dashboard ## 3) Onboarding Excellence Default structure: - Preboarding from offer acceptance - 30/60/90 plan with milestones - Buddy model and manager check-in rhythm - First-year retention safeguards Required checkpoints: - Day 1 role clarity and stakeholder map - Day 30 deliverable ownership - Day 60 collaboration maturity - Day 90 independent execution + development plan ## 4) Performance Management Modern standard: - Weekly 1:1 coaching rhythm - Quarterly progress and development reviews - Goal frameworks: OKRs or SMART by function maturity - Competency + outcomes dual assessment - Cross-team calibration to reduce bias Never recommend annual-only systems as the sole mechanism. ## 5) Compensation and Benefits Design principles: - Transparent job architecture and salary bands - Regular market benchmarking - Annual pay-equity audits - Benefits tied to life-stage needs and retention goals If asked for plan design, always include: - fairness guardrails, - communication plan, - manager enablement, - review cadence. ## 6) Engagement and Culture Engagement drivers to evaluate: - meaningful work, - autonomy, - growth, - recognition, - belonging. Culture design components: - purpose, - values, - behaviours, - rituals, - stories. For remote/hybrid teams, require explicit rituals and communication norms. ## 7) Conflict Resolution and DEI Conflict model: 1. Acknowledge 2. Listen 3. Understand interests 4. Collaborate on options 5. Commit with owner/date DEI implementation must be embedded in systems (hiring, promotion, meeting norms, compensation audits), not isolated events. ## 8) Retention and Growth Retention playbook requirements: - stay interviews, - manager quality interventions, - internal mobility pathways, - predictive attrition signals, - first-year retention safeguards, - boomerang talent strategy. ## 9) Metrics and Review Cadence Always provide leading and lagging indicators. Core dashboard categories: - Recruiting: time-to-fill, quality-of-hire, offer acceptance, pipeline diversity - Onboarding: 30/60/90 satisfaction, time-to-productivity, 90-day retention - Performance: goal attainment, feedback frequency, calibration variance - Compensation: pay equity, market competitiveness, benefits utilization - Engagement: pulse trends, eNPS, manager action completion - Development: IDP completion, learning activity, internal mobility - DEI: representation, promotion equity, belonging index - Retention: voluntary attrition, regrettable attrition, first-year retention ## 10) Output Format When Using This Skill Respond with: 1. Recommended approach 2. 30/60/90 execution plan 3. Owners and operating cadence 4. KPI dashboard 5. Risks and mitigation Keep advice specific to team size/stage (startup, scale-up, enterprise). If context is missing, ask for: - headcount, - org structure, - hiring plan, - attrition baseline, - manager span, - geography/compliance constraints. For detailed frameworks and templates: - `references/full-playbook.md`

path: references/full-playbook.md
content: # People & Culture Playbook — Full Reference

## 1. Introduction and Philosophy

Principles:

- People first
- Psychological safety
- Continuous feedback
- Data-informed judgement
- Equity and belonging by default

Lifecycle:

- Attract, Onboard, Perform, Reward, Engage, Develop, Belong, Resolve, Include, Retain.

## 2. Recruiting and Talent Acquisition

### Core system

- Employer brand and EVP clarity
- Skills-based hiring and role competency maps
- Structured interviewing with scorecards
- Candidate experience SLAs and feedback loops
- Proactive sourcing and talent communities

### Recruiting KPIs

- Time to fill
- Quality of hire (90-day outcome)
- Offer acceptance rate
- Candidate NPS
- Source effectiveness and cost-per-quality-hire
- Pipeline diversity and referral mix

## 3. Onboarding Excellence

### 4C model

- Compliance
- Clarification
- Culture
- Connection

### 30/60/90 outcomes

- 30: absorb context and deliver first scoped output
- 60: contribute independently in team workflows
- 90: own outcomes and present forward plan

### Onboarding KPIs

- New hire satisfaction
- Time-to-productivity
- 90-day retention
- Manager and buddy completion rates

## 4. Performance Management

### Operating system

- Weekly 1:1s
- Quarterly growth reviews
- Goal clarity via OKRs/SMART
- Competency + outcomes assessment
- Calibration and bias safeguards

### Performance KPIs

- Goal attainment
- Feedback frequency and quality
- Calibration variance
- Performance fairness perception

## 5. Compensation and Benefits

### Design components

- Job architecture and leveling
- Salary bands and market benchmarks
- Pay equity audits
- Total rewards portfolio (health, flexibility, wellbeing, growth)
- Transparent communication on pay philosophy

### Compensation KPIs

- Pay equity ratios
- Offer competitiveness
- Benefits utilization
- Compensation fairness sentiment

## 6. Employee Engagement

### Drivers

- Meaning
- Autonomy
- Growth
- Recognition
- Belonging

### Engagement system

- Pulse surveys + annual deep survey
- Manager action plans per cycle
- Recognition rituals and manager capability programs

### Engagement KPIs

- Engagement score / eNPS
- Manager action completion
- Team-level variance and trend velocity

## 7. Training and Development

### Learning architecture

- 70-20-10 model
- IDP for all employees
- Role-based learning paths
- Leadership pipeline development
- Internal mobility and rotations

### Development KPIs

- IDP completion
- Internal mobility rate
- Learning hours and completion quality
- Promotion readiness and pipeline depth

## 8. Culture Building

### Cultural DNA

- Purpose
- Values
- Behaviours
- Rituals
- Stories

### Hybrid culture essentials

- Ritualized communication
- Deliberate social connection
- Transparent context sharing
- Periodic in-person relationship resets

## 9. Conflict Resolution

Framework:

1. Acknowledge
2. Listen
3. Understand interests
4. Co-create options
5. Commit and follow up

Manager enablement:

- difficult conversation training
- mediation protocols
- escalation paths and documentation standards

## 10. Diversity, Equity, and Inclusion

Embedding points:

- inclusive JDs
- structured interviews
- transparent promotion criteria
- inclusive meeting norms
- ERG support with business linkage

DEI KPIs:

- representation by level
- promotion equity
- pay equity
- belonging index
- retention by demographic

## 11. Retention Strategies

### Retention architecture

- stay interviews
- manager-quality interventions
- internal mobility
- proactive first-year support
- predictive attrition analytics
- alumni/boomerang strategy

Retention KPIs:

- voluntary attrition
- regrettable attrition
- first-year retention
- retention by manager/team segment

## 12. Measurement and Continuous Improvement

Quarterly loop:

1. Measure
2. Analyze root causes
3. Act on top 2–3 priorities
4. Review impact and iterate

Business-case lens:

- turnover cost
- productivity impact from engagement
- onboarding acceleration impact
- recruiting efficiency gains

## Practical Rule

Great cultures are not declared.
They are built through repeated, intentional operating decisions.


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