Human Resources Managers

Management Occupations · Job Skills & Competencies · SOC 11-3121 · 217 skills

Occupation context

These O*NET tasks describe the occupation. They provide context for this SOC mapping, but do not mean every listed Skill performs every task.

Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

O*NET task statements are shown in their source language (English). Task data excerpted from the O*NET® 29.1 Database (USDOL/ETA) and used under CC BY 4.0.

Representative sources

A bounded sample of popular skills mapped to this occupation, with at most one Skill from each GitHub repository. The complete mapped list follows.

anthropics/knowledge-work-plugins

Headcount planning, org design, and team structure optimization. Trigger with "org planning", "headcount plan", "team structure", "reorg", "who should we hire next", or when the user is thinking about team size, reporting structure, or organizational design.

diverse-talent-recruitment

baojie/shiji-kb

Use when recruiting team members or building an organization for unpredictable environments. Based on Mengchang Jun's (孟尝君) acceptance of unconventional talents — including 'dog thieves' and 'rooster imitators' — who proved invaluable when conventional skills failed in crisis.

borghei/Claude-Skills

People leadership for scaling companies: hiring, compensation, org structure, performance, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, or managing performance.

Use when evaluating team members — Core Values alignment and GWC (right people, right seats)

All mapped skills

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Skill names and descriptions remain in the language supplied by their source repository.

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anthropics/knowledge-work-plugins

Headcount planning, org design, and team structure optimization. Trigger with "org planning", "headcount plan", "team structure", "reorg", "who should we hire next", or when the user is thinking about team size, reporting structure, or organizational design.

diverse-talent-recruitment

baojie/shiji-kb

Use when recruiting team members or building an organization for unpredictable environments. Based on Mengchang Jun's (孟尝君) acceptance of unconventional talents — including 'dog thieves' and 'rooster imitators' — who proved invaluable when conventional skills failed in crisis.

talent-retention-through-reputation

baojie/shiji-kb

Use when experiencing talent attrition or when followers perceive hypocrisy between stated values and leader behavior. Diagnoses the root cause through direct inquiry, then requires a visible personal sacrifice to demonstrate that talent is valued above personal pleasures or possessions.

borghei/Claude-Skills

People leadership for scaling companies: hiring, compensation, org structure, performance, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, or managing performance.

culture-architect

borghei/Claude-Skills

Build, measure, and evolve company culture as operational behavior, not wall posters. Use when building company values, assessing culture health, designing rituals, creating culture codes, or handling culture clashes.

Use when evaluating team members — Core Values alignment and GWC (right people, right seats)

culture-architect

ricneves-ai/flowgrammers-skills

Construa, meça e evolua a cultura da empresa como comportamento operacional — não como cartazes na parede. Abrange workshops de missão/visão/valores, tradução de valores em comportamentos, criação de código de cultura, avaliação de saúde cultural e rituais culturais por estágio. Use ao construir valores da empresa, avaliar saúde cultural, desenhar rituais culturais, criar códigos de cultura, lidar com choques de cultura ou quando o usuário mencionar cultura, valores, dívida cultural, cultura do fundador ou código de cultura.

ace3000chao/book2startup

当你需要定义团队人才标准、决定某个人是否值得培养或淘汰、或讨论"什么是好人才"团队内无法对齐时，激活此skill。不适用于：评估非全职人员（外部顾问、独立承包商）、或人才市场极度稀缺的高端猎头场景（候选人就是稀缺资源本身）。核心trigger：团队内部对"好人才"定义不一致、有人被叫"明星员工"但产出存疑。

coaching-returns

ace3000chao/book2startup

当用户在领导力发展上遇到瓶颈、一流人才留不住或成长停滞、高管团队出现能力天花板时，应调用此skill。不适用于：技能型岗位的基础培训需求、团队成员缺乏意愿/态度问题的诊断、纯信息了解什么是教练文化。 Trigger信号："一流人才为什么还需要教练"、"我手下最厉害的人最近状态不对"、 "高管团队到了某个阶段就上不去了"、"CEO自己需要教练吗"、 "外部教练到底有没有用"。

dont-demotivate-dehassle

ace3000chao/book2startup

当你在思考"如何提升团队整体绩效"、"优秀员工为什么发挥不出来"、"留不住A类人才"时，激活此技能。当你听到"我已经给够激励了还是没用"、"他们就是不够主动"、"人没问题但是流程有问题"时，主动激活。不适用于：个人能力严重不足（A类问题非动机问题）、纯目标设定讨论、战略方向模糊场景。关键触发信号：优秀人才低产出、员工说"不是不想做是做不了"、团队有热情但无交付。

first-rate-talent-coach

ace3000chao/book2startup

用于领导力发展和个人绩效提升场景。当用户在讨论人才培养、管理者成长、要不要请教练时激活。不适用于：纯技能培训讨论（那是培训部门范畴）、外部管理咨询采购决策。关键 trigger：提到领导力瓶颈、管理困境、绩效辅导、高管教练。

manager-as-coach

ace3000chao/book2startup

当用户在问"怎么管好团队"、"怎么让员工更有干劲"、"为什么下属总需要我盯着"、 "怎么发工资才合理"时，激活此skill。不适用于：高层战略决策、招聘选拔判断、纯绩效考核、技术/专业技能培训。关键trigger信号：管理者角色转型、团队士气低落、留人困难、效率低下。