chro-advisor

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    # Build headcount plan with cost projections
python scripts/comp_benchmarker.py       # Benchmark salaries and model total comp

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.