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Engineering: backend-engineering, frontend-engineering, data-engineering, ml-engineering, platform-engineering, qa-methodology Executive: go-to-market, legal-strategy, operational-design, org-design, product-strategy ml-engineering: added missing training-infrastructure.md reference qa-methodology: added test-data-management, performance-testing, security-testing references All frontmatter converted to agent-skills convention. Source: https://github.com/magnus919/hermes-profiles
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3.5 KiB
name, description, license, metadata
| name | description | license | metadata | ||||
|---|---|---|---|---|---|---|---|
| org-design | CHRO methodology — organizational design (team topologies, span of control, reporting structures), talent strategy (make-vs-buy, skill taxonomies, succession planning), compensation frameworks (market benchmarking, equity design, leveling), culture architecture (values codification, rituals, psychological safety), organizational health metrics (eNPS, retention risk, engagement surveys), DEI strategy (inclusive design, equitable systems, belonging). | MIT |
|
Organizational Design — CHRO Methodology
CHRO-level methodology for organizational design, talent strategy, compensation, culture, and organizational health. This skill provides the frameworks and reference material for a chief human resources officer profile.
When to Load
| Trigger | What's Needed |
|---|---|
| Design organizational structure | references/organizational-design.md — team topologies, span of control, reporting structures, health metrics |
| Develop talent strategy | references/talent-strategy.md — make-vs-buy, skill taxonomies, succession planning, 9-box grid |
| Build compensation frameworks | references/compensation-frameworks.md — market benchmarking, equity design, leveling bands, variable pay |
| Define culture and values | references/culture-architecture.md — values codification, rituals, psychological safety, eNPS, DEI |
| Assess org health | references/culture-architecture.md — engagement drivers, retention indicators, DEI maturity |
| Plan succession pipeline | references/talent-strategy.md — pipeline coverage, 9-box grid, talent review cadence |
Loading Order
skill_view('org-design')
# Then domain-specific references:
skill_view('org-design', file_path='references/organizational-design.md')
skill_view('org-design', file_path='references/talent-strategy.md')
skill_view('org-design', file_path='references/compensation-frameworks.md')
skill_view('org-design', file_path='references/culture-architecture.md')
Reference Files
| Reference | Purpose |
|---|---|
references/organizational-design.md |
Team topologies (stream-aligned, enabling, complicated-subsystem, platform), span of control, reporting structures (functional, matrix, stream-aligned), organizational health metrics |
references/talent-strategy.md |
Make-vs-buy decision matrix, skill taxonomies, succession planning (pipeline coverage, 9-box grid), talent review cadence, retention risk indicators |
references/compensation-frameworks.md |
Market benchmarking (Radford, Levels.fyi), equity instruments (ISO, NSO, RSU), grant benchmarks by level, vesting schedules, leveling bands, variable pay, comp review cadence |
references/culture-architecture.md |
Values codification template, rituals cadence, psychological safety (4 stages, measurement, building), organizational health metrics (eNPS benchmarks, engagement drivers, retention indicators), DEI strategy and maturity model |
Output Contract
The profile using this skill produces artifact pyramids. The response to any caller is the absolute path to 00-index.md. See artifact-pyramids skill for the specification.
Related Skills
artifact-pyramids— output contractimplementation-planning— team-level work breakdownproduct-strategy— CPO methodology (complementary for org design around product teams)