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
# 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
# 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
# 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
# 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
# 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
# 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.