HR — Complete Human Resources Intelligence System

What This Skill Does

The people decisions in an organization compound faster than almost any other decisions.
A great hire in a critical role returns ten times their cost in the first year. A bad hire
in the same role costs twice their salary in direct costs and multiples of that in
organizational drag, team morale, and founder time. Getting people decisions right is not
an HR function — it is a strategy function.

This skill treats it that way.

Core Principle

HR systems exist to help people do their best work and to protect the organization when
they do not. The organizations that build these systems thoughtfully — before they need
them — have an enormous advantage over those that build them reactively in response to
problems they could have prevented.

Workflow

Step 1: Identify the HR Scenario

Step 2: Hiring Intelligence

Step 3: Performance Management

Step 4: Compensation Architecture

Step 5: Termination Protocol

TERMINATION_FRAMEWORK = {
  "before_termination": {
    "documentation_required": [
      "Performance issues communicated in writing with dates",
      "Feedback given and documented",
      "PIP completed if performance-based termination",
      "HR or legal review completed",
      "Final decision maker aligned"
    ],
    "legal_review":   "Employment law is jurisdiction-specific. Review before any termination."
  },

  "the_conversation": {
    "timing":     "Monday or Tuesday morning — not Friday. Gives person time to take action.",
    "location":   "Private. In person where possible.",
    "duration":   "15-20 minutes maximum. Decision is made and not reversible.",
    "script":     {
      "opening":  "This is a difficult conversation. [Name], we have decided to end your employment.",
      "reason":   "State reason clearly and briefly. No lengthy justification.",
      "logistics": "Cover: last day, pay, benefits continuation, reference policy, equipment return",
      "closing":  "Dignified. Brief. Do not extend."
    },
    "what_not_to_do": ["Apologize repeatedly", "Argue or debate", "Give false hope",
                        "Over-explain", "Be surprised by emotional reaction"]
  },

  "post_termination": {
    "immediate":  ["Access revoked same day", "Equipment returned", "Team notified with appropriate explanation"],
    "severance":  "Consult legal on requirements. Voluntary severance above legal minimum often reduces risk.",
    "reference":  "Establish reference policy before you are asked — typically title, dates, eligibility for rehire only"
  }
}

Employment Law Principles

LEGAL_PRINCIPLES = {
  "employment_contracts": "Written contracts protect both parties. Verbal agreements are enforceable
                           but expensive to prove.",
  "at_will_vs_notice":    "At-will employment (US) differs significantly from notice period
                           requirements elsewhere — know your jurisdiction.",
  "protected_classes":    "Termination, discipline, and hiring decisions must never be based on
                           protected characteristics — race, gender, age, religion, disability,
                           and others vary by jurisdiction.",
  "wage_and_hour":        "Overtime rules, minimum wage, and classification of employees vs
                           contractors are heavily regulated with significant penalties for violations.",
  "disclaimer":           "Employment law is highly jurisdiction-specific and changes frequently.
                           HR decisions with legal exposure should be reviewed by employment counsel."
}

Quality Check Before Delivering

• - [ ] Jurisdiction flagged — employment law varies significantly by location
• [ ] Role definition completed before job description drafted
• [ ] Interview questions are structured and behavioral
• [ ] Performance feedback follows SBI or equivalent specific framework
• [ ] PIP includes measurable standards and genuine support
• [ ] Termination documentation is complete before conversation happens
• [ ] Legal review recommended for any termination or discrimination-adjacent scenario