--- name: human-resources description: Human Resources skill for recruiting, onboarding, employee engagement, policies, performance management, and HR operations. Use when handling HR processes, recruiting, employee relations, or organizational development. --- # Human Resources A comprehensive skill designed to support HR professionals in talent acquisition, employee development, engagement, compliance, and organizational effectiveness. ## Quick Start Basic HR workflow: ``` # Recruit and hire talent # Onboard new employees # Develop and engage employees # Manage performance # Ensure compliance # Build company culture ``` ## Core Capabilities ### 1. Talent Acquisition Attract and hire top talent: - **Sourcing**: Find qualified candidates through multiple channels - **Screening**: Review resumes and conduct initial assessments - **Interviewing**: Structured, fair interview processes - **Offer Management**: Competitive compensation and negotiations - **Employer Branding**: Build attractive company reputation ### 2. Onboarding Integrate new hires successfully: - **Pre-boarding**: Engage before first day - **First Day Experience**: Welcome and orientation - **30-60-90 Day Plans**: Structured ramp-up - **Buddy Programs**: Peer support system - **Feedback Collection**: Iterate and improve ### 3. Employee Engagement Foster motivated and committed workforce: - **Pulse Surveys**: Regular engagement measurements - **Recognition Programs**: Celebrate achievements - **Team Building**: Strengthen relationships - **Career Development**: Growth opportunities - **Work-Life Balance**: Support wellbeing ### 4. Performance Management Drive employee effectiveness: - **Goal Setting**: OKRs, KPIs, SMART goals - **Continuous Feedback**: Regular check-ins - **Performance Reviews**: Annual or bi-annual evaluations - **PIPs**: Performance improvement plans - **Promotions**: Fair advancement process ### 5. Learning & Development Invest in employee growth: - **Training Programs**: Technical and soft skills - **Leadership Development**: Manager training - **Mentorship**: Structured pairing programs - **Career Pathing**: Clear advancement routes - **Tuition Reimbursement**: Education support ### 6. HR Operations & Compliance Ensure legal and operational excellence: - **Policies**: Employee handbook, code of conduct - **Compliance**: Labor laws, regulations, audits - **Benefits Administration**: Health, retirement, perks - **HRIS Management**: Employee data systems - **Reporting**: Headcount, diversity, retention metrics ## Recruiting Templates ### Job Description Template ```markdown # Senior Product Designer ## About [Company Name] [Company] is on a mission to [mission statement]. We're a team of [size] passionate people building [product] used by [customers]. We value [core values]. ## The Role We're seeking a Senior Product Designer to join our Design team and shape the future of our product. You'll work closely with product managers and engineers to create delightful user experiences. **Team**: Design (6 people) **Reports to**: Head of Design **Location**: Remote (US time zones) or San Francisco office ## What You'll Do - Lead design for key product areas from concept to launch - Conduct user research and translate insights into design solutions - Create wireframes, prototypes, and high-fidelity designs - Collaborate with cross-functional teams (PM, Engineering, Data) - Contribute to and evolve our design system - Mentor junior designers ## What We're Looking For ### Required - 5+ years of product design experience (web and mobile) - Strong portfolio demonstrating end-to-end design process - Proficiency in Figma and prototyping tools - Experience with user research and usability testing - Excellent communication and presentation skills - Collaborative mindset and empathy for users ### Nice to Have - Experience in B2B SaaS products - Understanding of front-end development (HTML/CSS/React) - Motion design or animation skills - Experience with design systems at scale ## Why Join Us? **Impact**: Your designs will be used by 100K+ customers daily **Growth**: $2K/year learning budget + conference attendance **Team**: Work with talented, supportive designers and PMs **Flexibility**: Remote-first with flexible hours **Benefits**: Comprehensive health, 401(k) match, unlimited PTO ## Compensation - **Base Salary**: $130K - $160K (based on experience) - **Equity**: 0.1% - 0.25% - **Bonus**: Up to 10% annual performance bonus ## Our Values - **Customer First**: We obsess over user experience - **Move Fast**: Ship early, iterate quickly - **Own It**: Take responsibility for outcomes - **Grow Together**: Learn and support each other - **Do the Right Thing**: Ethics and integrity always ## Interview Process 1. **Recruiter Screen** (30 min): Get to know each other 2. **Portfolio Review** (60 min): Walk through 2-3 projects in depth 3. **Design Challenge** (Take-home, ~4 hours): Real product problem 4. **Onsite/Virtual** (4 hours): - Challenge Presentation (60 min) - Product Thinking (45 min) - Collaboration (45 min) - Meet the Team (30 min) - Q&A with Hiring Manager (30 min) 5. **Reference Checks** (2-3 references) 6. **Offer** (typically 1-2 weeks from application to offer) ## How to Apply Apply at [careers link] with your resume and portfolio. We review applications weekly. ## Diversity & Inclusion [Company] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We encourage applications from people of all backgrounds, experiences, and perspectives. --- Questions? Email recruiting@company.com ``` ### Interview Evaluation Form ```markdown # Interview Evaluation: [Candidate Name] **Position**: Senior Product Designer **Interviewer**: [Your Name] **Interview Type**: Portfolio Review **Date**: [Date] --- ## Interview Details **Duration**: 60 minutes **Projects Reviewed**: 1. E-commerce checkout redesign 2. Mobile app onboarding flow --- ## Evaluation Criteria ### Design Thinking & Process (Weight: 30%) **Score**: 4/5 ⭐⭐⭐⭐ **Strengths**: - Clear articulation of design process (research → ideation → testing) - Showed user research artifacts (personas, journey maps) - Explained trade-offs and design decisions **Areas for Improvement**: - Limited discussion of failed iterations - Could elaborate more on constraints ### Visual & Interaction Design (Weight: 25%) **Score**: 5/5 ⭐⭐⭐⭐⭐ **Strengths**: - Polished, professional designs - Strong attention to detail - Thoughtful micro-interactions **Areas for Improvement**: - None noted ### User-Centered Approach (Weight: 20%) **Score**: 4/5 ⭐⭐⭐⭐ **Strengths**: - Grounded decisions in user research - Showed empathy for user pain points - Conducted usability testing **Areas for Improvement**: - Could quantify impact more (metrics, A/B tests) ### Collaboration & Communication (Weight: 15%) **Score**: 5/5 ⭐⭐⭐⭐⭐ **Strengths**: - Excellent storytelling - Clear explanations of complex concepts - Demonstrated collaboration with PMs and engineers **Areas for Improvement**: - None noted ### Business Impact (Weight: 10%) **Score**: 3/5 ⭐⭐⭐ **Strengths**: - Understood business goals - Mentioned conversion rate improvements **Areas for Improvement**: - Limited quantitative impact data - Could tie designs more explicitly to business metrics --- ## Overall Assessment **Total Weighted Score**: 4.25/5 **Recommendation**: ✅ **Strong Hire** **Summary**: [Name] demonstrated excellent design skills, clear process, and strong communication. Portfolio shows high-quality work with thoughtful rationale. Would be a great addition to the team. **Strengths**: - Exceptional visual design skills - Clear design thinking - Great communicator - Collaborative mindset **Concerns**: - Could strengthen quantitative/metrics fluency - Limited experience with design systems at scale (but willing to learn) --- ## Next Steps - ✅ Advance to Design Challenge - [ ] Send challenge brief by EOD - [ ] Schedule presentation for next week --- ## Notes - Currently at [Company], seeking growth opportunities - Available to start in 3 weeks - Salary expectations: $140K-$150K range (within budget) - Excited about our product and mission - Asked thoughtful questions about team structure and design process --- ## Red Flags None ## Green Flags - Passionate about user-centered design - Growth mindset (seeks feedback) - Cultural fit seems strong ``` ## Onboarding Program ### 30-60-90 Day Onboarding Plan ```markdown # Onboarding Plan: [New Hire Name] **Role**: Software Engineer **Start Date**: [Date] **Manager**: [Manager Name] **Buddy**: [Buddy Name] --- ## Pre-boarding (Before Day 1) **Week Before Start**: - [ ] Send welcome email with Day 1 logistics - [ ] Ship laptop and equipment - [ ] Invite to Slack (guest account) - [ ] Send company swag - [ ] Share team org chart and bios **Day Before Start**: - [ ] Confirm Day 1 schedule - [ ] Send Zoom link for morning kickoff - [ ] Reminder email with what to expect --- ## Week 1: Welcome & Orientation ### Goals - Feel welcomed and excited - Understand company mission and culture - Set up accounts and tools - Meet key people ### Day 1 **9:00 AM** - Welcome call with manager **10:00 AM** - HR orientation (benefits, policies) **11:00 AM** - IT setup (accounts, tools) **12:00 PM** - Team lunch (virtual or in-person) **1:00 PM** - Meet your buddy **2:00 PM** - Product demo and overview **3:00 PM** - Workspace setup time **4:00 PM** - End of day check-in ### Days 2-5 - Complete compliance training - Shadow team meetings - Review codebase and documentation - Set up dev environment - Small starter task (fix a bug or docs) - Coffee chats with 5 team members **Week 1 Check-in**: - How are you feeling? - Any blockers or questions? - Feedback on onboarding so far? --- ## Month 1: Learn & Integrate ### Goals - Understand team processes and workflows - Complete first meaningful contribution - Build relationships across teams - Establish working routines ### Week 2-4 Activities - Ship first feature or bug fix - Participate in sprint ceremonies - Attend architecture review meetings - 1-on-1 with skip-level manager - Complete security training - Coffee chats with 10 more people (cross-functional) ### Deliverables - [ ] 1-2 pull requests merged - [ ] Participate in code reviews - [ ] Present in team standup - [ ] Complete all compliance training **Month 1 Review**: - What's going well? - What's challenging? - How can we support you better? - Any surprises (good or bad)? --- ## Month 2: Contribute & Grow ### Goals - Own larger features independently - Deepen technical knowledge - Start mentoring junior team members - Identify areas for improvement ### Activities - Lead a feature from design to deployment - Present at team tech talk - Join an interview panel - Propose process improvement - Expand cross-team collaboration ### Deliverables - [ ] Own 1-2 medium-sized features - [ ] Give feedback on team processes - [ ] Participate in retrospective - [ ] Help onboard next new hire **Month 2 Review**: - Are you getting the support you need? - What skills do you want to develop? - Any feedback on team or company? --- ## Month 3: Excel & Lead ### Goals - Perform at full capacity - Take on leadership opportunities - Contribute to team culture - Plan career growth ### Activities - Lead technical initiative - Mentor 1-2 junior engineers - Contribute to docs or internal tools - Participate in planning and architecture - Complete first performance review check-in ### Deliverables - [ ] Fully autonomous on team - [ ] Measurable impact on team goals - [ ] Positive feedback from peers - [ ] Career development plan created **90-Day Review**: - Formal feedback from manager - Discuss performance and expectations - Set goals for next 6 months - Celebrate successes! --- ## Success Criteria **By End of 90 Days, New Hire Should**: - ✅ Understand company mission, values, and strategy - ✅ Be productive and autonomous on team - ✅ Have strong relationships with team and cross-functional partners - ✅ Know who to go to for different types of help - ✅ Feel confident and excited about role - ✅ Provide constructive feedback on onboarding **Manager Checklist**: - [ ] Weekly 1-on-1s established - [ ] Clear goals and expectations set - [ ] New hire integrated into team culture - [ ] Performance tracking in place - [ ] Career development discussion started --- ## Resources **Key Documentation**: - Company handbook: [link] - Engineering wiki: [link] - Product roadmap: [link] - Team processes: [link] **Tools Access**: - [ ] Email and calendar - [ ] Slack - [ ] GitHub - [ ] Jira - [ ] Figma - [ ] AWS console - [ ] Analytics tools **People to Meet**: - CEO: [name] - CTO: [name] - Product Lead: [name] - Design Lead: [name] - DevOps Lead: [name] --- ## Feedback **New Hire Survey (30/60/90 days)**: - On a scale of 1-10, how would you rate your onboarding experience? - What went really well? - What could be improved? - Did you have everything you needed to be successful? - Would you recommend [Company] to a friend? Why or why not? ``` ## Employee Engagement ### Engagement Survey Template ```markdown # Employee Engagement Survey - Q1 2025 **Anonymous** | **10 minutes** | **Your feedback matters** --- ## Overall Satisfaction 1. On a scale of 0-10, how likely are you to recommend [Company] as a great place to work? - 0 (Not at all likely) → 10 (Extremely likely) 2. Overall, how satisfied are you with [Company] as a place to work? - Very satisfied - Satisfied - Neutral - Dissatisfied - Very dissatisfied --- ## Work & Growth 3. I have the resources and tools I need to do my job effectively. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 4. I have opportunities to learn and grow in my career here. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 5. My work is challenging and engaging. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 6. I understand how my work contributes to company goals. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree --- ## Manager & Leadership 7. My manager provides me with actionable feedback to improve my performance. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 8. I have confidence in the leadership team. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 9. Leadership communicates openly and transparently. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree --- ## Team & Culture 10. I feel like I belong at [Company]. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 11. My team collaborates effectively. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 12. I feel comfortable sharing my opinions and ideas. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 13. [Company] values diversity and inclusion. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree --- ## Work-Life Balance 14. I am able to maintain a healthy work-life balance. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree 15. I feel valued and appreciated for my contributions. - Strongly agree | Agree | Neutral | Disagree | Strongly disagree --- ## Open Feedback 16. What is [Company] doing really well? (Optional) [Text field] 17. What should [Company] improve or change? (Optional) [Text field] 18. Is there anything else you'd like to share? (Optional) [Text field] --- **Thank you for your feedback!** We review all responses and will share results and action plans within 2 weeks. ``` ### Employee Recognition Program ```markdown # Peer Recognition Program: "High Five 🙌" ## Overview Celebrate teammates who go above and beyond. Anyone can give anyone a High Five! ## How It Works ### 1. Give a High Five **In Slack**: ``` /highfive @username for [reason] ``` **Example**: ``` /highfive @sarah for staying late to help debug the production issue. Your expertise and teamwork saved the day! ``` ### 2. Categories - **🚀 Ship It**: Exceptional delivery or launch - **🤝 Team Player**: Outstanding collaboration - **💡 Innovation**: Creative problem-solving - **🎓 Mentor**: Helping others grow - **🏆 Impact**: Measurable business impact ### 3. Monthly Recognition - Top 5 High Five receivers featured in all-hands - $100 gift card for most impactful contribution - Recognition in company newsletter ### 4. Annual Awards **Categories**: - Rookie of the Year - MVP (Most Valuable Player) - Innovation Award - Leadership Award - Culture Champion **Prizes**: - Trophy + $500 bonus - Recognition at company offsite - Feature in blog/social media ## Benefits - **Peer-driven**: Recognition from colleagues, not just managers - **Real-time**: Celebrate wins immediately - **Visible**: Public appreciation builds culture - **Inclusive**: Everyone can participate ## Guidelines - Be specific about what they did - Focus on behavior, not just outcomes - Give High Fives regularly, not just for huge wins - Spread recognition across teams ``` ## HR Policies ### Remote Work Policy ```markdown # Remote Work Policy **Effective Date**: January 1, 2025 **Applies to**: All employees --- ## Overview [Company] is a remote-first company. We believe in flexibility and trust our employees to work effectively from anywhere. ## Eligibility - All full-time employees are eligible for remote work - New hires must complete onboarding (first 30 days) before going fully remote - Some roles may require occasional office presence (specified in job description) ## Work Hours ### Core Hours - **Core hours**: 10 AM - 3 PM in your timezone - Must be available for meetings during core hours - Flexibility outside core hours ### Time Zones - Must have at least 4 hours overlap with team's primary timezone - For global teams, coordinate with manager ## Work Location ### Home Office - Must have dedicated workspace - Reliable high-speed internet (minimum 25 Mbps) - Quiet environment for video calls ### Workspace Stipend - $500 one-time home office setup - $100/month internet reimbursement ### Travel & Co-working - Option to work from co-working spaces (reimbursed up to $300/month) - Travel while working allowed (notify manager if changing time zones) ## Equipment **Provided by Company**: - Laptop (MacBook Pro or equivalent) - External monitor - Keyboard and mouse - Headphones **Available Upon Request**: - Standing desk - Ergonomic chair - Additional monitor - Webcam ## Communication ### Expectations - Respond to Slack within 2 hours during core hours - Join all scheduled meetings on time - Keep calendar updated - Use video for important meetings ### Tools - Slack for async communication - Zoom for video calls - Google Calendar for scheduling - Notion/Confluence for docs ## Team Gatherings ### Offsites - Twice per year company-wide offsite (all expenses paid) - Quarterly team offsites (optional) ### Office Days - SF office available Monday-Friday - Encouraged to visit 1-2 times per quarter - RSVP in advance for desk space ## Security & Compliance - Use company VPN for sensitive data - Lock computer when away - Don't work from public WiFi without VPN - Follow security best practices ## Performance Performance is measured by outcomes, not hours logged: - Quality of work - Impact on team goals - Collaboration and communication - Responsiveness and reliability ## International Remote Work - Must be approved by Legal and HR - Tax and employment law considerations - May affect compensation (local market rates) - Apply at least 60 days in advance --- **Questions?** Contact HR at hr@company.com ``` ## HR Metrics & Reporting ### Key HR Metrics ``` Recruitment: - Time to hire (days from open req to offer acceptance) - Cost per hire - Offer acceptance rate - Quality of hire (performance after 1 year) - Candidate satisfaction score Retention: - Overall turnover rate (voluntary + involuntary) - Voluntary turnover rate - Regrettable attrition - Average tenure - Retention rate by department, level, tenure Engagement: - eNPS (Employee Net Promoter Score) - Engagement survey score - Participation rate in surveys - Glassdoor rating - Internal mobility rate Performance: - % of employees meeting expectations - % of high performers - Promotion rate - % completing performance reviews on time Diversity & Inclusion: - Gender diversity (overall, by level, by department) - Underrepresented minority representation - Pay equity analysis - D&I survey scores Learning & Development: - Training hours per employee - % completing required training - Internal promotion rate - Skill development (certifications gained) Compensation & Benefits: - Average salary by role/level - Pay equity ratio - Benefits utilization rate - Total rewards cost per employee ``` ## Resources ### Books - **"Work Rules!"** by Laszlo Bock (Google's HR practices) - **"Powerful"** by Patty McCord (Netflix culture) - **"The Culture Code"** by Daniel Coyle - **"Drive"** by Daniel Pink (motivation) ### Tools - **ATS**: Greenhouse, Lever, Ashby - **HRIS**: BambooHR, Rippling, Workday - **Engagement**: Culture Amp, Officevibe, Lattice - **Performance**: Lattice, 15Five, Small Improvements ### Communities - **SHRM**: Society for Human Resource Management - **People Geeks**: HR community - **HR Happy Hour**: Podcast and community --- **Pro Tip**: Great HR balances empathy with business needs, compliance with flexibility, and process with human touch.