git:20260227.e0c2be7 to git:20260927.f317423

12 added, 13 removed. Audit A to A.

# HR Operations Skills - Claude Code Guidance

This guide covers the 4 HR operations skills and planned Python automation tools for the domain.

## HR Operations Skills Overview

**Available Skills:**

1. **operations-manager/** - Workforce planning, process optimization, compliance management, facilities coordination, and operational efficiency

2. **talent-acquisition/** - Recruiting strategy, candidate sourcing, interview design, offer management, employer branding, and hiring analytics

3. **hr-business-partner/** - Strategic HR advisory, organizational development, change management, employee relations, and performance management

4. **people-analytics/** - Workforce analytics, attrition modeling, engagement analysis, compensation benchmarking, and DEI metrics

**Current Status:** 4 SKILL.md knowledge bases deployed. Python automation tools planned for next phase.

## Skill Selection Guide

| Need | Use This Skill |

|------|---------------|

| Day-to-day operational processes and compliance | operations-manager |

| Hiring pipeline management and recruiting strategy | talent-acquisition |

| Strategic workforce decisions and organizational design | hr-business-partner |

| Data-driven workforce insights and HR metrics | people-analytics |

**Overlap Guidance:**

- operations-manager vs hr-business-partner: Use operations-manager for process execution and compliance; use hr-business-partner for strategic advisory and organizational change.

- talent-acquisition vs people-analytics: Use talent-acquisition for active recruiting workflows; use people-analytics when analyzing hiring funnel efficiency, quality-of-hire metrics, or sourcing channel ROI.

- people-analytics supports all three other skills by providing the data foundation for workforce decisions.

## Recommended Python Tools (Planned)

### Organizational Analysis

- - **Org Chart Analyzer** (`operations-manager/scripts/org_chart_analyzer.py`) - Analyze reporting structures for span of control, layers of management, and organizational bottlenecks

- - **Headcount Planner** (`operations-manager/scripts/headcount_planner.py`) - Model hiring plans against budget, attrition rates, and growth targets

+ - **Org Health Scorer** (`hr-business-partner/scripts/org_health_scorer.py`) - Score department health across retention, engagement, performance, development, compensation, and structure (span of control, open roles)

+ - **Headcount Planner** (`people-analytics/scripts/headcount_planner.py`) - Model hiring plans against attrition rates, growth targets, and hiring capacity

### Talent Acquisition

- - **Hiring Funnel Analyzer** (`talent-acquisition/scripts/hiring_funnel_analyzer.py`) - Stage-by-stage conversion rates, time-to-fill analysis, bottleneck identification, and sourcing channel comparison

- - **Interview Scorecard Generator** (`talent-acquisition/scripts/interview_scorecard_generator.py`) - Generate structured interview scorecards based on role competencies and leveling criteria

+ - **Candidate Pipeline Tracker** (`talent-acquisition/scripts/candidate_pipeline_tracker.py`) - Stage-by-stage conversion rates, time-to-fill analysis, bottleneck identification, and sourcing channel comparison

+ - **Interview Scorecard** (`talent-acquisition/scripts/interview_scorecard.py`) - Generate structured interview scorecards based on role competencies and leveling criteria

### Compensation and Benchmarking

- - **Compensation Benchmarker** (`people-analytics/scripts/compensation_benchmarker.py`) - Compare compensation data against market bands, flag outliers, and calculate compa-ratios

- - **Pay Equity Analyzer** (`people-analytics/scripts/pay_equity_analyzer.py`) - Statistical analysis of pay gaps across demographic groups with confidence intervals

+ - **Compensation Analyzer** (`hr-business-partner/scripts/compensation_analyzer.py`) - Compare compensation data against bands, flag outliers, calculate compa-ratios, and measure pay gaps across demographic groups

### Workforce Analytics

- - **Attrition Risk Scorer** (`people-analytics/scripts/attrition_risk_scorer.py`) - Score employees on flight risk based on tenure, engagement signals, and historical patterns

- - **Engagement Survey Analyzer** (`people-analytics/scripts/engagement_survey_analyzer.py`) - Aggregate survey responses, identify themes, and benchmark against prior periods

+ - **Attrition Predictor** (`people-analytics/scripts/attrition_predictor.py`) - Score employees on flight risk based on tenure, engagement signals, and historical patterns

+ - **Survey Analyzer** (`people-analytics/scripts/survey_analyzer.py`) - Aggregate survey responses, identify themes, and benchmark against prior periods

## Integration with Other Domains

### Project Management Integration

| HR Operations Skill | PM Skill | Integration Pattern |

|---------------------|----------|-------------------|

| operations-manager | resource-planning | Align headcount plans with project resource requirements |

| talent-acquisition | sprint-planning | Coordinate new hire onboarding timelines with team capacity |

| hr-business-partner | stakeholder-management | Organizational change communication and stakeholder alignment |

### Business & Growth Integration

| HR Operations Skill | Business & Growth Skill | Integration Pattern |

|---------------------|------------------------|-------------------|

| people-analytics | revenue-operations | Correlate team staffing levels with revenue performance |

| talent-acquisition | customer-success-manager | Align hiring for CS teams with customer portfolio growth |

| operations-manager | sales-engineer | Coordinate technical hiring with sales capacity planning |

**Cross-Domain Workflow:**

```bash

- # 1. Analyze current organizational structure

- python operations-manager/scripts/org_chart_analyzer.py org_data.json

+ # 1. Score current organizational health

+ python hr-business-partner/scripts/org_health_scorer.py --file org_metrics.csv

# 2. Model headcount needs for next quarter

- python operations-manager/scripts/headcount_planner.py plan_data.json

+ python people-analytics/scripts/headcount_planner.py --file workforce.csv --growth 0.15 --attrition 0.12

# 3. Evaluate hiring funnel health

- python talent-acquisition/scripts/hiring_funnel_analyzer.py funnel_data.json

+ python talent-acquisition/scripts/candidate_pipeline_tracker.py --file pipeline.csv

# 4. Benchmark compensation for open roles

- python people-analytics/scripts/compensation_benchmarker.py comp_data.json

+ python hr-business-partner/scripts/compensation_analyzer.py --file comp_data.csv

```

## Quality Standards

**All HR operations Python tools must:**

- Use standard library only (no external dependencies)

- Support both JSON and human-readable output via `--format` flag

- Provide clear error messages for invalid input

- Return appropriate exit codes (0 success, 1 error)

- Process files locally with no API calls or network access

- Include argparse CLI with `--help` support

- Handle sensitive data assumptions (tools process anonymized or aggregated data only)

**Skill documentation must:**

- Reference established HR methodologies (SHRM, Bersin, Mercer frameworks)

- Include compliance considerations (EEOC, GDPR, local labor law awareness)

- Provide realistic examples with sample data structures

- Address confidentiality and data governance for workforce data

## Related Skills

- **Project Management:** Resource planning, capacity management -> `../project-management/`

- **Business & Growth:** Revenue operations, GTM efficiency -> `../business-growth/`

- **Finance:** Compensation budgeting, workforce cost modeling -> `../finance/`

- **C-Level:** Strategic workforce planning, organizational design -> `../c-level-advisor/`

## Additional Resources

- **Main Documentation:** `../CLAUDE.md`

- **Standards Library:** `../standards/`

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**Last Updated:** February 2026

**Skills Deployed:** 4/4 HR operations skills (SKILL.md knowledge bases)

**Python Tools:** Planned for next development phase