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name: org-design 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

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)