org-design · diff
git:20260902.035e58d to git:20260902.d59a416
11 added, 3 removed. Audit A to A.
---
name: org-design
- description: >-
- Design organizations with a CHRO methodology. Do not use this skill for unrelated
- requests; route to the nearest named specialist.
+ description: Design organizational topology, talent, rewards, culture, and health decisions with explicit decision rights and validation. Do not use for legal advice, project delivery planning, financial modeling, or technology implementation.
+ 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).
license: MIT
metadata:
tags: org-design, chro, hr, talent-strategy, compensation, culture, organizational-health,
dei, succession-planning
source_repo: https://github.com/magnus919/hermes-profiles
---
# 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
```text
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 |
+ | `references/decision-workflow.md` | Bounded topology/talent/reward/culture decisions, worked example, reusable record, and owner routing matrix |
## 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.
+
+ ## Decision Workflow
+
+ For topology, talent, reward, or culture choices, load `references/decision-workflow.md`. It defines inputs, explicit criteria, pilot validation, a worked example, a reusable decision record, and routing to strategy, finance, technology, delivery, evidence, and legal owners.
## Related Skills
- `artifact-pyramids` — output contract
- `implementation-planning` — team-level work breakdown
- `product-strategy` — CPO methodology (complementary for org design around product teams)