claude

people-operations-hr

People Operations / HR specialist team — agents (people-ops-lead, talent-acquisition-strategist, total-rewards-comp-analyst, people-analytics-engagement-specialist), skills, templates, commands, an advisory hook, best-practice rules, and a research-grounded knowledge bank. A People-Ops team for an HRBP, People-Ops leader, or founder accountable for headcount, attrition, comp, and engagement — it quantifies attrition cost and cause before acting, pays to a defensible band rather than the counteroffer, treats time-to-fill and quality-of-hire as a hiring system, and reads engagement segmented as a leading indicator of regretted exits. Inherits ravenclaude-core protocols.

9 on GitHubby Matt Corbettv0.1.6MITupdated today
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Plugin people-operations-hr from marketplace ravenclaude in mcorbett51090/RavenClaude. Commands read from the repo's manifest — today.

This plugin runs code on your machine — its hooks fire automatically on events like tool use. The exact commands are listed below; read them before installing.

What it installs

Skills (6)

  • craft-candidate-materials

    Craft honest candidate materials — resume, LinkedIn Experience, LinkedIn About, cover letter, recruiter paste pack — as DIGEST + paste paths under /workspace. Reach for this when packaging Matthew (or fleet user) for a role; never invent metrics; Raven/current role present tense only; CoS does not o

  • design-comp-bands

    Design defensible comp bands tied to leveling and dated market data — set midpoints/spreads, compute compa-ratio and range penetration, surface over/under-band outliers. Reach for this on a banding or offer question.

  • diagnose-attrition

    Diagnose an attrition spike with cost and cause — split regretted from non-regretted, localize to team/manager, price the loss, name the driver. Reach for this on a retention question.

  • model-hiring-plan

    Model a capacity-tied hiring plan — back-solve the funnel pipeline for target hires, flag the leaking stage, size recruiter capacity, and hand off the comp envelope. Reach for this on a hiring-plan or stuck-req question.

  • read-engagement-signals

    Read an engagement survey segmented — surface the team/tenure/manager pockets a company-wide eNPS hides and tie them to forward attrition risk. Reach for this on an engagement-survey question.

  • run-pay-equity-review

    Run a pay-equity review that controls for legitimate factors — compute the raw gap, then the residual after level/role/tenure/location/performance, and route a material residual to counsel. Reach for this on a pay-equity question.

Slash commands (6)

  • /people-operations-hr:craft-candidate-materials

    Craft honest candidate materials (resume / LinkedIn Experience / About / cover / recruiter pack) as DIGEST + paste paths. No invented metrics; Raven/current role present tense; CoS does not own prose.

  • /people-operations-hr:design-comp-bands

    Design defensible comp bands tied to leveling and dated market data — set midpoints/spreads, compute compa-ratio and range penetration, surface over/under-band outliers. Reach for this on a banding or offer question.

  • /people-operations-hr:diagnose-attrition

    Diagnose an attrition spike with cost and cause — split regretted from non-regretted, localize to team/manager, price the loss, name the driver. Reach for this on a retention question.

  • /people-operations-hr:model-hiring-plan

    Model a capacity-tied hiring plan — back-solve the funnel pipeline for target hires, flag the leaking stage, size recruiter capacity, hand off the comp envelope. Reach for this on a hiring-plan or stuck-req question.

  • /people-operations-hr:read-engagement-signals

    Read an engagement survey segmented — surface the team/tenure/manager pockets a company-wide eNPS hides and tie them to forward attrition risk. Reach for this on an engagement-survey question.

  • /people-operations-hr:run-pay-equity-review

    Run a pay-equity review that controls for legitimate factors — compute the raw gap, then the residual after level/role/tenure/location/performance, and route a material residual to counsel. Reach for this on a pay-equity question.

Subagents (4)

  • people-analytics-engagement-specialist

    Use this agent for attrition cost/cause, engagement, performance, and manager quality. NOT for the comp model (route to total-rewards-comp-analyst) or the recruiting funnel (route to talent-acquisition-strategist).

  • people-ops-lead

    Use this agent to scope a People-Ops / HR problem, frame a review, or route to a specialist. The orchestrator. NOT for the comp model (route to total-rewards-comp-analyst) or legal/termination decisions (qualified counsel's).

  • talent-acquisition-strategist

    Use this agent for the recruiting funnel, time-to-fill, quality-of-hire, and the capacity-tied hiring plan. NOT for the comp offer band (route to total-rewards-comp-analyst) or attrition diagnosis (route to people-analytics-engagement-specialist).

  • total-rewards-comp-analyst

    Use this agent for comp bands, compa-ratio, pay equity, benefits, and the headcount budget. NOT for the recruiting funnel (route to talent-acquisition-strategist) or legal pay-equity determinations (qualified counsel's).

Hooks (1)

  • PostToolUse

    /usr/bin/env -u BASH_ENV -u ENV -u SHELLOPTS -u BASHOPTS -u LD_PRELOAD -u LD_LIBRARY_PATH -u LD_AUDIT -u DYLD_INSERT_LIBRARIES -u DYLD_LIBRARY_PATH -u PYTHONPATH -u PYTHONSTARTUP PATH=/usr/local/bin:/

View source on GitHub mcorbett51090.github.io

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