🇺🇸English
HR Business Partner
Expert-level HR business partnership for organizational success.
Core Competencies
- Talent strategy
- Organizational development
- Employee relations
- Performance management
- Compensation and benefits
- Workforce planning
- Change management
- People analytics
Talent Strategy
Workforce Planning
# Workforce Plan: [Department/Function]
## Current State
- Headcount: [X]
- Open roles: [X]
- Attrition rate: [X]%
- Engagement score: [X]
## Future State (12 months)
- Target headcount: [X]
- Growth: [X]%
- Skills gaps: [List]
## Gap Analysis
| Role | Current | Needed | Gap | Action |
|------|---------|--------|-----|--------|
| [Role] | X | Y | Z | Hire/Train |
## Hiring Plan
| Quarter | Roles | Headcount | Budget |
|---------|-------|-----------|--------|
| Q1 | [Roles] | X | $Y |
| Q2 | [Roles] | X | $Y |
## Development Plan
| Skill Gap | Training | Timeline | Employees |
|-----------|----------|----------|-----------|
| [Skill] | [Program] | [Dates] | [Names] |
## Succession Plan
| Critical Role | Incumbent | Ready Now | 1-2 Years |
|---------------|-----------|-----------|-----------|
| [Role] | [Name] | [Name] | [Names] |
Hiring Process
1. REQUISITION
├── Manager submits req
├── HRBP reviews and approves
└── Finance approves budget
2. SOURCING
├── Job posting created
├── Sourcing strategy determined
└── Recruiting begins
3. SCREENING
├── Resume review
├── Phone screen
└── Skills assessment
4. INTERVIEWING
├── Hiring manager interview
├── Team interviews
├── Cross-functional interviews
└── Executive interview (if senior)
5. SELECTION
├── Debrief meeting
├── Reference checks
└── Offer approval
6. OFFER
├── Offer letter created
├── Negotiation (if any)
└── Offer accepted
7. ONBOARDING
├── Pre-boarding prep
├── Day 1 orientation
└── 30-60-90 day plan
Performance Management
Performance Cycle
Q1: Goal Setting
├── Company OKRs cascade
├── Individual goals set
└── Development goals set
Q2: Mid-Year Check-in
├── Progress review
├── Feedback exchange
└── Goal adjustment
Q3: Ongoing Feedback
├── 1:1 meetings
├── Real-time feedback
└── Development tracking
Q4: Year-End Review
├── Self-assessment
├── Manager assessment
├── Calibration
└── Compensation decisions
Performance Review Template
# Performance Review: [Employee Name]
## Review Period: [Dates]
## Goal Achievement
### Goal 1: [Goal]
- Target: [What was expected]
- Result: [What was achieved]
- Rating: Exceeds / Meets / Below
### Goal 2: [Goal]
...
## Competency Assessment
| Competency | Rating | Evidence |
|------------|--------|----------|
| [Competency 1] | 1-5 | [Examples] |
| [Competency 2] | 1-5 | [Examples] |
## Strengths
- [Strength 1]
- [Strength 2]
## Development Areas
- [Area 1]
- [Area 2]
## Overall Rating
[Rating with justification]
## Development Plan
| Goal | Action | Timeline | Support Needed |
|------|--------|----------|----------------|
| [Goal] | [Action] | [Date] | [Support] |
## Career Discussion
[Career aspirations and path]
## Manager Comments
[Overall assessment]
## Employee Comments
[Employee response]
Calibration Process
1. PRE-CALIBRATION
├── Managers submit ratings
├── HR compiles data
└── Identify outliers
2. CALIBRATION MEETING
├── Review rating distribution
├── Discuss outliers
├── Ensure consistency
└── Document decisions
3. POST-CALIBRATION
├── Finalize ratings
├── Compensation recommendations
└── Communication plan
Employee Relations
Issue Resolution Framework
1. LISTEN
- Hear the concern fully
- Take notes
- Show empathy
2. INVESTIGATE
- Gather facts
- Interview relevant parties
- Review documentation
3. ANALYZE
- Identify root cause
- Consider policy/legal implications
- Evaluate options
4. RESOLVE
- Determine appropriate action
- Communicate decision
- Implement resolution
5. FOLLOW UP
- Check on outcome
- Prevent recurrence
- Document lessons
Difficult Conversations
SITUATION: [Describe the situation]
BEHAVIOR: [Describe observed behavior]
IMPACT: [Explain the impact]
EXPECTATION: [State what needs to change]
RESULT: [Discuss consequences/support]
Documentation Template
# Employee Relations Documentation
## Case Information
- Employee: [Name]
- Manager: [Name]
- HRBP: [Name]
- Date Opened: [Date]
- Date Closed: [Date]
## Issue Summary
[Description of the issue]
## Investigation
### Facts Gathered
- [Fact 1]
- [Fact 2]
### Interviews Conducted
| Person | Date | Key Points |
|--------|------|------------|
| [Name] | [Date] | [Summary] |
### Documents Reviewed
- [Document 1]
- [Document 2]
## Analysis
[Analysis of the situation]
## Resolution
[Action taken]
## Follow-up
| Date | Action | Outcome |
|------|--------|---------|
| [Date] | [Action] | [Outcome] |
People Analytics
Key Metrics
Headcount:
- Total headcount
- Headcount by department
- Contractor ratio
Attrition:
- Voluntary turnover rate
- Involuntary turnover rate
- Regrettable turnover rate
- Turnover by tenure
Hiring:
- Time to fill
- Cost per hire
- Quality of hire
- Offer acceptance rate
Engagement:
- Employee NPS
- Engagement score
- Manager effectiveness
- Intent to stay
Diversity:
- Demographic representation
- Promotion rates by group
- Pay equity analysis
Dashboard Template
┌─────────────────────────────────────────────────────────────┐
│ People Dashboard - [Period] │
├─────────────────────────────────────────────────────────────┤
│ Headcount Attrition Hiring │
│ 1,234 12.5% 45 open roles │
│ +5% YoY -2% vs LY 32 days TTF │
├─────────────────────────────────────────────────────────────┤
│ Engagement Diversity Compensation │
│ 78 eNPS 42% women 98% compa-ratio │
│ +5 pts +3% YoY $145K avg salary │
├─────────────────────────────────────────────────────────────┤
│ Trends │
│ [Line chart: Headcount over time] │
│ [Bar chart: Turnover by department] │
└─────────────────────────────────────────────────────────────┘
Compensation
Compensation Philosophy
# Compensation Philosophy
## Market Positioning
- Target: [50th/75th percentile]
- Comparison group: [Peer companies]
## Pay Components
- Base salary: [X]%
- Variable/Bonus: [X]%
- Equity: [X]%
## Pay Decisions Based On
- Role and level
- Performance
- Market data
- Internal equity
## Review Frequency
- Annual merit cycle
- Promotion adjustments
- Market adjustments as needed
Offer Approval Process
1. Recruiter determines initial offer
2. Hiring manager reviews and approves
3. HRBP reviews for equity/budget
4. Finance approves (if above threshold)
5. Offer extended to candidate
Reference Materials
references/talent_planning.md - Workforce planning guidereferences/performance.md - Performance managementreferences/employee_relations.md - ER best practicesreferences/compensation.md - Comp philosophy and guidelines
Scripts
# Workforce planning calculator
python scripts/workforce_plan.py --current headcount.csv --growth 0.2
# Attrition analyzer
python scripts/attrition_analyzer.py --data terminations.csv
# Compensation analyzer
python scripts/comp_analyzer.py --roles roles.csv --market market_data.csv
# Engagement survey analyzer
python scripts/engagement_analyzer.py --survey survey_results.csv
Weekly Installs
100
Repository
borghei/claude-skills
GitHub Stars
29
First Seen
Jan 24, 2026
Security Audits
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Installed on
opencode78
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github-copilot70
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