agentic-hr

Use when designing or applying progressive discipline — covers the escalating sequence, documentation, gross misconduct exceptions, and consistency.

Use when conducting or scoping workplace investigations — covers intake, scope, interview protocols, evidence, findings, and outcomes.

Use when auditing or designing the candidate's journey — covers communication, time, transparency, and the link between candidate experience and employer brand.

Use when designing career frameworks, level rubrics, IC and management track parity, and promotion processes.

Use when planning organizational change — covers communication architecture, sequencing, manager enablement, and predictable failure modes.

Use when training managers in coaching skills — covers GROW, listening, asking vs. telling, and growth mindset framing.

Use when articulating or revising a comp philosophy — covers market positioning, geo strategy, mix, transparency, and differentiation.

Use when articulating or revising company values and culture — covers behavioral anchoring, decision-priority hierarchy, and operationalization.

Use when preparing for or training on difficult conversations — performance issues, terminations, conflict, harassment reports, RIFs.

Use when writing or revising employee handbooks — covers content, plain language, legal review, and update cadence.

Use when designing engagement surveys, pulse surveys, or listening systems — covers question selection, cadence, anonymity, and closing the loop.

Use when designing equity grant programs — covers grant philosophy, vesting, exercise windows, refresh, and exit considerations.

Use when designing feedback rituals or training managers on giving and receiving feedback — covers SBI, Radical Candor, conditions for effective feedback.

Use when designing goal-setting frameworks (OKRs, SMART, Locke-Latham) — covers cadence, level integration, and common failures.

Use when designing scorecards, rubrics, and debrief mechanics for structured hiring.

Use when designing inclusion programs, belonging measurement, or evaluating cultural inclusion practices.

Use when constructing offers — covers leveling, package construction, equity, sign-on, negotiation, and pay equity at offer.

Use when designing onboarding programs — covers ramp vs. orientation, manager preparation, 30/60/90 milestones, and remote variants.

Use when designing or improving 1:1 practices — covers cadence, agendas, manager-vs-report ownership, and common failures.

Use when designing or redesigning organizational structures — covers configurations, decision rights, Conway's Law, and team topologies.

Use when setting or revising pay bands — covers band structure, market data sources, compa-ratios, and band integrity.

Use when running pay equity audits — covers method, privilege, axes to examine, remediation, and counsel involvement.

Use when designing people analytics programs — covers data hygiene, the 6–8 reports that matter, and pitfalls in measurement.

Use when building a people strategy roadmap — covers stage-appropriate sequencing, the strategy-on-a-page template, and prioritization.

Use when running calibration sessions — covers panel composition, bias patterns, distribution norms, and facilitation.

Use when designing, auditing, or migrating a performance management system — covers cycles, ratings, separation of conversations, and stage fit.

Use when building or assessing psychological safety on teams — covers Edmondson's research, leader behaviors, and diagnostic signals.

Use when designing reference check processes — covers question selection, structured calls, fairness, and integrating references into the hiring decision.

Use when auditing or designing manager spans and organizational layers — covers diagnostics, healthy ranges, and reorg patterns.

Use when designing or auditing interview loops — covers job analysis, behavioral and case interviewing, work samples, scorecards, and calibration.

Use when designing work samples or job auditions for hiring — covers scope, scoring, fairness, and role-specific patterns.

Use when building or reviewing a headcount plan — covers connecting plan to strategy, ramp time, build/buy/borrow, and capacity reconciliation.