| name | chro-advisor |
| description | Manage — People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, res |
| license | MIT |
| metadata | {"version":"1.0.0","author":"Alireza Rezvani","category":"c-level","domain":"chro-leadership","updated":"2026-03-05T00:00:00.000Z","python-tools":"hiring_plan_modeler.py, comp_benchmarker.py","frameworks":"people-strategy, comp-frameworks, org-design"} |
| executor | HYBRID |
| skill_id | business.c-level-advisor.chro-advisor |
| status | ADOPTED |
| security | {"level":"standard","pii":false,"approval_required":false} |
| anchors | ["business","sales","management","design"] |
| tier | 2 |
| input_schema | [{"name":"code_or_task","type":"string","description":"Code snippet, script, or task description to process","required":true}] |
| output_schema | [{"name":"plan","type":"string","description":"Strategic plan or design document"},{"name":"next_steps","type":"array","description":"List of recommended next steps"}] |
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
python scripts/comp_benchmarker.py
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 plan |
| 1 – Underperforming | 2–5% | Exit or role change |
5. Culture & Engagement
Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.
