People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people
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People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people
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LanguagePython
LicenseMIT
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</> SKILL.md
chro-advisor.SKILL.md
---name: "chro-advisor"
description: "People leadership for scaling companies. Hiring strategy, compensation design, org structure, culture, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when user mentions CHRO, HR, people strategy, talent, headcount, compensation, org design, retention, or performance management."
license: MIT
metadata:
version: 1.0.0
author: Alireza Rezvani
category: c-level
domain: chro-leadership
updated: 2026-03-05
python-tools: hiring_plan_modeler.py, comp_benchmarker.py
frameworks: people-strategy, comp-frameworks, org-design
---# 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
```bash
python scripts/hiring_plan_modeler.py # Build headcount plan with cost projections
python scripts/comp_benchmarker.py # Benchmark salaries and model total comp
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.
Start with the human impact, then validate with metrics. Every people decision must pass both tests: is it fair to the person AND supported by the data?
## Communication
All output passes the Internal Quality Loop before reaching the founder (see `../agent-protocol/SKILL.md`).
