hr-people-operations

name	hr-people-operations
description	Talent acquisition, employee lifecycle, compensation, labor regulations, and organizational development.
lastReviewed	2026-04-30T00:00:00.000Z

HR & People Operations Skill

Talent acquisition, employee lifecycle, compensation, labor regulations, and organizational development.

Core Principle

People operations exists to build and sustain a high-performing, engaged workforce. Every process should serve two masters: the organization's strategic needs and the employee's experience. When they conflict, transparency wins.

Talent Acquisition

Hiring Pipeline

Stage	Activities	Key Metrics
Sourcing	Job posting, referrals, headhunting, employer brand	Application rate, source quality
Screening	Resume review, phone screen, skills assessment	Screen-to-interview ratio
Interviewing	Structured interviews, panels, work samples	Interview-to-offer ratio
Selection	Reference checks, background checks, decision	Time-to-offer
Offer	Compensation package, negotiation, acceptance	Offer-to-acceptance ratio
Onboarding	Day 1 logistics, 30/60/90 plan, buddy system	90-day retention

Structured Interview Design

• Behavioral questions: "Tell me about a time when..." (STAR format: Situation, Task, Action, Result)
• Situational questions: "What would you do if..." (job-relevant scenarios)
• Technical assessments: Work samples > trivia questions
• Scoring rubric: Define 1–5 scale per competency before interviews begin
• Bias mitigation: Same questions, same order, diverse panel, blind resume review

Job Description Best Practices

• Lead with impact, not requirements
• Cap requirements at truly essential qualifications
• Include salary range (legally required in many jurisdictions)
• Use gender-neutral language
• Specify remote/hybrid/onsite clearly

Employee Lifecycle

Onboarding (First 90 Days)

Week	Focus	Deliverables
Week 1	Logistics & culture	IT setup, policy review, team introductions
Weeks 2–4	Role immersion	Shadow sessions, first assignments, mentor pairing
Weeks 5–8	Contribution	Independent work, first feedback cycle
Weeks 9–12	Assessment	90-day review, goal setting for next quarter

Performance Management Cycle

1. Goal Setting — SMART goals aligned to team/org objectives (quarterly or annual)
2. Continuous Feedback — Regular 1:1s, real-time recognition
3. Mid-Cycle Check-in — Progress assessment, goal adjustment
4. Performance Review — Formal evaluation, calibration
5. Development Planning — Growth areas, training, stretch assignments
6. Compensation Review — Merit increases, promotions, equity adjustments

Performance Improvement Plan (PIP)

Job Requisition Template

requisition_id: "REQ-2026-0142"
title: "Senior Software Engineer"
department: "Engineering"
hiring_manager: "Jane Smith"
level: "L5"
compensation:
  salary_min: 145000
  salary_max: 185000
  equity: "Standard L5 band"
  bonus_target: "10%"
requirements:
  must_have:
    - "5+ years software engineering experience"
    - "Strong TypeScript/React proficiency"
  nice_to_have:
    - "Azure cloud experience"
    - "Team lead experience"
interview_process:
  - stage: "Recruiter screen"
    duration: 30
  - stage: "Hiring manager call"
    duration: 45
  - stage: "Technical panel"
    duration: 180
  - stage: "Executive chat"
    duration: 30
target_start_date: "2026-07-01"

Element	Detail
Specific deficiencies	Measurable, observable behaviors
Expected standard	Clear success criteria
Support provided	Training, coaching, resources
Timeline	30–90 days typical
Check-in cadence	Weekly minimum
Consequences	Documented escalation path

Compensation & Benefits

Total Rewards Framework

Component	Examples
Base salary	Market-rate cash compensation
Variable pay	Bonus, commission, profit sharing
Equity	Stock options, RSUs, ESPP
Benefits	Health, dental, vision, life, disability
Retirement	401(k) match, pension, deferred comp
Time off	PTO, holidays, parental leave, sabbatical
Development	Tuition reimbursement, conference budget, L&D
Perks	Remote stipend, wellness, meals, transit

Pay Equity Analysis

• Compare compensation across demographic groups for same role/level/location
• Regression analysis controlling for tenure, performance, education
• Address gaps proactively — don't wait for complaints
• Document methodology and cadence (annual minimum)

Salary Band Structure

Level	Band Width	Typical Structure
Individual Contributor	±15–20% of midpoint	Quartile progression with tenure/performance
Manager	±20–25% of midpoint	Premium for people leadership scope
Director+	±25–30% of midpoint	Wider bands, more equity-heavy

Labor Law Essentials

US Federal (Key Statutes)

Law	Covers
FLSA	Minimum wage, overtime, exempt vs. non-exempt
Title VII	Discrimination (race, color, religion, sex, national origin)
ADA	Disability accommodation
FMLA	12 weeks unpaid leave (50+ employees)
ADEA	Age discrimination (40+)
WARN Act	60-day notice for mass layoffs (100+ employees)
NLRA	Right to organize, collective bargaining
OSHA	Workplace safety standards

Classification Risks

Issue	Risk	Mitigation
Misclassifying employees as contractors	Back taxes, penalties, benefits liability	Use IRS 20-factor test, ABC test
Exempt vs. non-exempt errors	Unpaid overtime claims	Apply FLSA duties test per role
Intern classification	Wage claims	DOL primary beneficiary test

Employee Relations

Investigation Framework

1. Receive complaint — Document, acknowledge, no retaliation warning
2. Plan investigation — Scope, timeline, investigator selection
3. Gather evidence — Interviews (complainant, respondent, witnesses), documents
4. Analyze findings — Credibility assessment, policy application
5. Determine outcome — Substantiated/unsubstantiated, corrective action
6. Document & close — Investigation memo, communication to parties
7. Follow up — Monitor for retaliation, verify corrective action

Separation Types

Type	Employer-Initiated	Key Requirements
Voluntary resignation	No	Exit interview, knowledge transfer
Involuntary termination	Yes	Documentation trail, final paycheck timing
Layoff/RIF	Yes	WARN compliance, severance, COBRA
Mutual separation	Shared	Separation agreement, release of claims

HR Analytics

Key Metrics Dashboard

Metric	Formula	Healthy Range
Turnover rate	Separations / Avg headcount × 100	<15% annual
Time to fill	Days from requisition to acceptance	<45 days
Cost per hire	Total recruiting costs / Hires	Industry-dependent
Employee engagement	Survey score (eNPS or Likert)	eNPS >30
Absenteeism rate	Absent days / Available days × 100	<3%
Promotion rate	Internal promotions / Total headcount	8–15% annual

AI in HR — Guardrails

• Resume screening algorithms must be audited for bias (NYC Local Law 144 requires annual audit)
• Never use AI to make final hiring/firing decisions without human review
• Candidate data is PII — apply data minimization and retention limits
• Sentiment analysis on employee communications raises ethical concerns — disclose and consent