Agent skill

Chro Advisor

People leadership for scaling companies: hiring, compensation, org structure, performance, and retention.

MITAuto-check passedBusiness, Finance & HR

Install Chro Advisor

skills CLI

$ npx skills add borghei/Claude-Skills --skill chro-advisor -a claude-code

Project install by default; add -g for ~/.claude/skills/.

GitHub CLI

$ gh skill install borghei/Claude-Skills chro-advisor --agent claude-code

Project scope by default; add --scope user for a personal install. Needs GitHub CLI 2.90.0 or later (public preview).

Manual copy

$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .claude/skills && cp -r skills-src/c-level-advisor/chro-advisor .claude/skills/chro-advisor && rm -rf skills-src

Use ~/.claude/skills/ instead of .claude/skills for a personal install. The folder must contain SKILL.md.

Claude Code skills documentation · loads skills from .claude/skills/

Paste into Claude Code

Install the "chro-advisor" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro-advisor into .claude/skills/chro-advisor/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "chro-advisor", then confirm the skill loads.

Claude Code copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.

$skill-installer

$skill-installer install https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro-advisor

Type this inside Codex. $skill-installer <name> installs a curated skill from openai/skills. The installer writes to $CODEX_HOME/skills (default ~/.codex/skills). Restart Codex if the skill does not show up.

skills CLI

$ npx skills add borghei/Claude-Skills --skill chro-advisor -a codex

Project install goes to .agents/skills/; add -g for ~/.codex/skills/.

GitHub CLI

$ gh skill install borghei/Claude-Skills chro-advisor --agent codex

Project scope by default (.agents/skills/); add --scope user for a personal install.

Manual copy

$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .agents/skills && cp -r skills-src/c-level-advisor/chro-advisor .agents/skills/chro-advisor && rm -rf skills-src

Use ~/.agents/skills/ instead of .agents/skills for a personal install.

Codex skills documentation · loads skills from .agents/skills/

Paste into Codex

Install the "chro-advisor" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro-advisor into .agents/skills/chro-advisor/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "chro-advisor", then confirm the skill loads.

Codex copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.

skills CLI

$ npx skills add borghei/Claude-Skills --skill chro-advisor -a cursor

Project install goes to .agents/skills/; add -g for ~/.cursor/skills/.

GitHub CLI

$ gh skill install borghei/Claude-Skills chro-advisor --agent cursor

Project scope by default (.agents/skills/); add --scope user for a personal install.

Manual copy

$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .cursor/skills && cp -r skills-src/c-level-advisor/chro-advisor .cursor/skills/chro-advisor && rm -rf skills-src

Use ~/.cursor/skills/ instead of .cursor/skills for a personal install.

Cursor skills documentation · loads skills from .cursor/skills/, .agents/skills/, .claude/skills/, .codex/skills/

Paste into Cursor

Install the "chro-advisor" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro-advisor into .cursor/skills/chro-advisor/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "chro-advisor", then confirm the skill loads.

Cursor copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.

gemini skills install

$ gemini skills install https://github.com/borghei/Claude-Skills.git --path c-level-advisor/chro-advisor

--scope user (default) or --scope workspace; --path is the subfolder of the repo that holds the skill; --consent skips the security confirmation prompt.

skills CLI

$ npx skills add borghei/Claude-Skills --skill chro-advisor -a gemini-cli

Project install goes to .agents/skills/; add -g for ~/.gemini/skills/.

GitHub CLI

$ gh skill install borghei/Claude-Skills chro-advisor --agent gemini-cli

Project scope by default (.agents/skills/); add --scope user for a personal install.

Manual copy

$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .gemini/skills && cp -r skills-src/c-level-advisor/chro-advisor .gemini/skills/chro-advisor && rm -rf skills-src

Use ~/.gemini/skills/ instead of .gemini/skills for a personal install, then run /skills reload.

Gemini CLI skills documentation · loads skills from .gemini/skills/, .agents/skills/

Paste into Gemini CLI

Install the "chro-advisor" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro-advisor into .gemini/skills/chro-advisor/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "chro-advisor", then confirm the skill loads.

Gemini CLI copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.

GitHub CLI

$ gh skill install borghei/Claude-Skills chro-advisor

Installs for Copilot at project scope by default; add --scope user for a personal install. Preview a skill first with gh skill preview. Needs GitHub CLI 2.90.0 or later (public preview).

skills CLI

$ npx skills add borghei/Claude-Skills --skill chro-advisor -a github-copilot

Project install goes to .agents/skills/; add -g for ~/.copilot/skills/.

Manual copy

$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .github/skills && cp -r skills-src/c-level-advisor/chro-advisor .github/skills/chro-advisor && rm -rf skills-src

Use ~/.copilot/skills/ instead of .github/skills for a personal install. Commit .github/skills so cloud agent and code review can use it.

GitHub Copilot skills documentation · loads skills from .github/skills/, .claude/skills/, .agents/skills/

Paste into GitHub Copilot

Install the "chro-advisor" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro-advisor into .github/skills/chro-advisor/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "chro-advisor", then confirm the skill loads.

GitHub Copilot copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.

skills CLI

$ npx skills add borghei/Claude-Skills --skill chro-advisor -a opencode

OpenCode documents no install command of its own. Project install goes to .agents/skills/; add -g for ~/.config/opencode/skills/.

GitHub CLI

$ gh skill install borghei/Claude-Skills chro-advisor --agent opencode

Project scope by default (.agents/skills/); add --scope user for a personal install.

Manual copy

$ git clone --depth 1 https://github.com/borghei/Claude-Skills.git skills-src && mkdir -p .opencode/skills && cp -r skills-src/c-level-advisor/chro-advisor .opencode/skills/chro-advisor && rm -rf skills-src

Use ~/.config/opencode/skills/ instead of .opencode/skills for a personal install.

OpenCode skills documentation · loads skills from .opencode/skills/, .claude/skills/, .agents/skills/

Paste into OpenCode

Install the "chro-advisor" agent skill from https://github.com/borghei/Claude-Skills/tree/main/c-level-advisor/chro-advisor into .opencode/skills/chro-advisor/ in this project. Copy the whole folder (SKILL.md and every file beside it), keep the folder name "chro-advisor", then confirm the skill loads.

OpenCode copies the folder itself, the same result as the manual copy. Check what it changed before you commit it.

Facts

Skill name: chro-advisor
GitHub stars: 881
Token cost: ~4.9k tokens
SKILL.md length: 1,810 words
Files: 4 (incl. scripts)
Skills in repo: 349
Repo updated: Oct 7, 2026
First seen: Oct 7, 2026
Licence: MIT

At a glance

People leadership for scaling companies: hiring, compensation, org structure, performance, and retention.

Works in 5 steps: Workforce Planning and Headcount → Compensation Design → Organizational Design → …
Building hiring plans
SKILL.md covers Keywords, Quick Start, Core Responsibilities and People Metrics Dashboard, plus 9 more sections
Runs Python scripts from its folder; calls python

What it does

Chro Advisor is an agent skill from borghei/Claude-Skills. People leadership for scaling companies: hiring, compensation, org structure, performance, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, or managing performance.

Its SKILL.md is about 4.9k tokens, which your agent loads only when the skill is triggered. The skill folder holds 4 other files, including scripts (for example `scripts/comp_band_analyzer.py`, `scripts/headcount_planner.py` and `scripts/retention_risk_scorer.py`).

It sits in Business, Finance & HR, covering Recruiting and HR. The repository describes itself as: 385 AI skills, 77 expert agents, and 900 stdlib Python tools for every team: engineering, PM, marketing, C-level, compliance, business ops, research, and a LinkedIn toolkit… The licence is MIT.

When your agent uses it

Building hiring plans
Designing comp frameworks
Restructuring teams
Managing performance

Example prompts

“/chro-advisor”

Requirements

Python 3

Workflow steps

5 steps, taken from the step headings in SKILL.md.

Workforce Planning and Headcount
Compensation Design
Organizational Design
Performance Management
Retention Strategy

What it can do on your machine

Read from SKILL.md and the folder at commit 4a698e8. It shows what the files ask for, not the result of running them.

Tool permissions
Pre-approves nothing: there is no allowed-tools line, so your agent's usual permission prompts apply.
From allowed-tools in the SKILL.md frontmatter.
Runs code
Ships 3 files in scripts/ (Python), which the agent can run.
Shell commands in SKILL.md call:
- python
From the folder's file list and the shell code blocks in SKILL.md.
Network
No URLs in SKILL.md.
From URLs in SKILL.md, links to its own repository left out.
Credentials
Names no API keys, tokens, secrets or passwords.
From names ending in _API_KEY, _TOKEN, _SECRET, _KEY or _PASSWORD in SKILL.md.

Context cost

Chro Advisor loads about 4.9k tokens when it runs. Until then it costs about 56 tokens; SKILL.md has 1,810 words of instructions outside code blocks.

Always · name and description, kept in context so the agent knows when to use it: ~56
When it runs · the whole SKILL.md, loaded when a task matches: ~4.9k

Estimates: characters ÷ 4, the usual rule of thumb; real counts depend on the model's tokenizer. Scripts and assets cost tokens only if the agent reads them.

Safety

Auto-check passed

The automated check found no risky patterns in SKILL.md.

Automated static check — not a guarantee. Review scripts before installing. It scans the text of SKILL.md for risky patterns (piping downloads into a shell, reading credential files, hidden Unicode, destructive commands); the scripts in this folder are not scanned.

SKILL.md

The full file from borghei/Claude-Skills at commit 4a698e8, republished under its MIT licence (© borghei). 1,810 words, ~4,938 tokens.

Download SKILL.mdSave it as .claude/skills/chro-advisor/SKILL.md (or your agent's skills folder). This skill also uses 3 other files; get the full folder from GitHub.

name: chro-advisor
description: People leadership for scaling companies: hiring, compensation, org structure, performance, and retention. Use when building hiring plans, designing comp frameworks, restructuring teams, or managing performance.
license: MIT + Commons Clause
metadata.version: 2.0.0
metadata.author: borghei
metadata.category: c-level
metadata.domain: chro-leadership
metadata.updated: 2026-03-09
metadata.frameworks: people-strategy, comp-frameworks, org-design, performance-calibration, retention-playbook, workforce-planning
metadata.triggers: CHRO, chief people officer, HR strategy, hiring plan, headcount planning, talent acquisition, compensation, salary bands, equity grants, org design, career…

CHRO Advisor

People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, performance management, and culture that scales. The CHRO translates business goals into people requirements and ensures the organization has the talent, structure, and culture to execute.

Keywords

CHRO, chief people officer, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition, workforce planning, people analytics, eNPS, onboarding, offboarding, DEI, employer brand

Quick Start

Workforce Planning Decision Tree

START: Business goal identified
  |
  v
[Can existing team deliver this goal?]
  |
  +-- YES --> [Is current capacity sustainable?]
  |             |
  |             +-- YES --> No hiring needed. Optimize.
  |             +-- NO  --> Hire for sustainability (backfill/support)
  |
  +-- NO  --> [Is this a skill gap or capacity gap?]
              |
              +-- SKILL GAP --> [Can we develop internally in < 90 days?]
              |                  |
              |                  +-- YES --> Train/develop. No hire.
              |                  +-- NO  --> Hire specialist.
              |
              +-- CAPACITY GAP --> [Is this temporary or permanent?]
                                    |
                                    +-- TEMPORARY --> Contract/agency
                                    +-- PERMANENT --> Full-time hire with business case

Core Responsibilities

1. Workforce Planning and Headcount

Every hire needs a business case. "We need more people" is not a business case.

Hiring Justification Framework

Question	Required Answer
What revenue or risk does this role address?	Specific dollar amount or risk description
What happens if we don't fill this in 90 days?	Concrete impact statement
Can existing team absorb this with re-prioritization?	Yes/No with explanation
What's the fully-loaded cost (salary + benefits + equity + tools + overhead)?	Dollar amount
What's the expected ramp time to full productivity?	Weeks/months
Who will manage this person?	Named manager with capacity

Headcount Planning by Stage

Stage	Team Size	CHRO Focus	Hiring Speed
Pre-seed	1-5	Founders hire directly	1-2/quarter
Seed	5-15	First structured interviews, no HR person yet	2-4/quarter
Series A	15-40	First People hire, comp bands, career ladder v1	4-8/quarter
Series B	40-100	CHRO or VP People, full hiring process, HRIS	8-20/quarter
Series C	100-250	People team (3-5), manager training, performance system	15-40/quarter
Growth	250+	Full people function, analytics, L&D, total rewards	30+/quarter

2. Compensation Design

Compensation Band Architecture

Level Framework:
  IC Track                    Management Track
  ---------                   ----------------
  L1: Junior/Associate        --
  L2: Mid-level               --
  L3: Senior                  M1: Manager (first-time)
  L4: Staff/Principal         M2: Senior Manager
  L5: Distinguished/Fellow    M3: Director
  --                          M4: VP
  --                          M5: SVP/C-level

Band Construction Method

Step	Action	Data Source
1	Define levels with clear competency criteria	Internal role descriptions
2	Benchmark each level against market	Levels.fyi, Pave, Radford, Option Impact
3	Set band width (typically 20-30% spread)	Market data + internal equity
4	Position band midpoint at target percentile	P50 for cash, P50-P75 for total comp
5	Define equity bands per level	Stage-appropriate equity calculator
6	Set promotion criteria between levels	Performance + scope + impact

Total Compensation Components

Component	Purpose	Refresh Cadence
Base salary	Market-rate cash compensation	Annual review
Annual bonus	Performance-linked variable pay	Annual (if applicable)
Equity (options/RSUs)	Long-term alignment and retention	Initial grant + annual refresh
Benefits	Health, 401k, perks	Annual review
Signing bonus	Competitive offer sweetener	One-time

Equity Grant Guidelines by Stage

Stage	IC Hire (L2-L3)	Senior Hire (L4-L5)	VP/C-Level
Seed	0.25-1.0%	1.0-2.5%	2.0-5.0%
Series A	0.05-0.25%	0.25-0.75%	0.5-2.0%
Series B	0.01-0.10%	0.10-0.30%	0.25-1.0%
Series C+	0.005-0.05%	0.05-0.15%	0.10-0.50%

3. Organizational Design

Spans of Control Guidelines

Role Type	Optimal Span	Warning Signs
IC Manager (engineering)	5-8 direct reports	> 10: no coaching time. < 4: unnecessary layer
IC Manager (non-eng)	6-10 direct reports	> 12: overwhelmed. < 5: manager inflation
Manager of Managers	4-7 direct reports	> 8: can't support managers. < 3: too many layers
VP/Director	5-8 direct reports	> 10: strategic thinking suffers

When to Add Management Layers

TRIGGER: Team growing past threshold
  |
  v
[Current span of control > optimal?]
  |
  +-- NO  --> Don't add layer. Resist the urge.
  +-- YES --> [Is there a strong internal candidate?]
              |
              +-- YES --> Promote from within (faster, culture-preserving)
              +-- NO  --> [Is external hire justified?]
                          |
                          +-- YES --> Hire manager with 90-day expectations
                          +-- NO  --> Split team instead of adding layer

Org Design Anti-Patterns

Anti-Pattern	Symptom	Fix
Title inflation	Everyone is a "Head of" at 20 people	Standardized level framework
Shadow org	Real decisions made outside official structure	Align authority with accountability
Matrix chaos	Every person has 3 reporting lines	One clear manager, dotted lines documented
Founder bottleneck	All decisions flow through founder	Delegation framework (see `founder-coach`)
Empire building	Managers hire to grow team, not to deliver	Tie headcount to business outcomes

4. Performance Management

Calibrated Performance Framework

Rating	Label	Distribution Target	Action
5	Exceptional	5-10%	Accelerated promotion, significant equity refresh, retention bonus
4	Exceeds Expectations	20-25%	Above-market raise, stretch assignment, mentor role
3	Meets Expectations	50-60%	Market adjustment, development plan, new challenges
2	Needs Improvement	10-15%	PIP with 60-day milestones, weekly manager check-ins
1	Underperforming	2-5%	Exit conversation or immediate role change

Performance Review Cadence

Activity	Frequency	Owner	Participants
1:1 meetings	Weekly	Manager	Manager + direct report
Goal check-in	Monthly	Manager	Manager + direct report
Peer feedback collection	Quarterly	People team	Cross-functional peers
Performance review	Semi-annual	Manager + People	Manager, report, skip-level
Calibration session	Semi-annual	People team	All managers at same level
Promotion committee	Semi-annual	People + Leadership	Committee of L4+ leaders

PIP (Performance Improvement Plan) Structure

Element	Requirement
Specific gaps	Observable behaviors, not vague criticism
Measurable goals	3-5 targets with success criteria
Timeline	30-60 days maximum
Support offered	Training, mentoring, resources
Check-in cadence	Weekly minimum
Clear outcome	What happens if goals are met vs. not met
Documentation	Written, signed, filed

5. Retention Strategy

Retention Risk Assessment Matrix

Factor	Low Risk (1)	Medium Risk (2)	High Risk (3)
Comp competitiveness	Above P50	At P50	Below P50
Manager relationship	Strong trust	Adequate	Friction or distrust
Career growth	Clear path, progressing	Path exists, slow progress	No visible path
Engagement	High eNPS, advocates	Neutral	Disengaged, passive
Tenure	< 1 year or > 3 years	1-2 years	18-24 months (cliff danger)
External demand	Low market demand	Moderate	Hot market, recruiters active

Total score 6-8: Low risk. Monitor quarterly. Total score 9-13: Medium risk. Proactive retention conversation needed. Total score 14-18: High risk. Immediate intervention required.

Retention Intervention Ladder

Risk Level: LOW (6-8)
  --> Standard: competitive comp, regular 1:1s, career conversations

Risk Level: MEDIUM (9-13)
  --> Proactive: skip-level conversation, comp review, stretch project
  --> Timeline: act within 30 days of identification

Risk Level: HIGH (14-18)
  --> Urgent: retention package (comp + equity + role change), CEO involvement
  --> Timeline: act within 7 days of identification
  --> If departure: structured exit interview, knowledge transfer plan

People Metrics Dashboard

Tier 1: Board-Level Metrics (Monthly)

Metric	Target	Red Flag	Data Source
Regrettable attrition (annualized)	< 10%	> 15%	HRIS
eNPS score	> 30	< 0	Quarterly survey
Time to fill (critical roles)	< 45 days	> 90 days	ATS
Offer acceptance rate	> 85%	< 70%	ATS
Revenue per employee	Growing QoQ	Declining	Finance + HRIS

Tier 2: Leadership Metrics (Weekly)

Metric	Target	Action Trigger
Open requisitions	Per plan	> 120% of plan = capacity strain
90-day voluntary turnover	< 5%	> 8% = onboarding/hiring problem
Manager effectiveness score	> 3.8/5	< 3.5 = management development needed
% employees within comp band	> 90%	< 80% = band recalibration needed
Internal promotion rate	> 25%	< 15% = career development gap

Tier 3: Operational Metrics (Daily/Weekly)

Metric	Purpose
Pipeline by role (candidates per stage)	Hiring velocity tracking
Interviewer load (interviews per person per week)	Prevent interviewer burnout
Offer-to-close time	Process efficiency
Compa-ratio distribution	Compensation equity
Training completion rate	Compliance and development

Red Flags

Attrition spikes with exit interviews naming the same manager -- manager problem, not culture problem
Comp bands not refreshed in 18+ months -- losing candidates and retaining the wrong people
No career ladder exists -- top performers leave at 18-24 months
Hiring without written job scorecard -- inconsistent decisions, bias risk
Performance reviews happen once a year only -- problems fester
Equity refreshes limited to executives -- key ICs become flight risks
Time to fill > 90 days for critical roles -- process is broken or comp is wrong
eNPS below 0 -- structural problem, not a morale issue
More than 3 org layers between IC and CEO at < 50 people -- over-managed
HR team ratio > 1:100 (too lean) or < 1:40 (too heavy) -- right-size the function
No structured onboarding beyond day 1 -- 90-day attrition will spike

Show full SKILL.md (722 more words)Show less

Integration with C-Suite

When...	CHRO Works With...	To...
Headcount planning	CFO (`cfo-advisor`)	Model fully-loaded cost, secure budget
Hiring timing	COO (`coo-advisor`)	Align with operational capacity and project timelines
Engineering hiring	CTO (`cto-advisor`)	Define technical scorecards, level expectations
Revenue team scaling	CRO (`cro-advisor`)	Quota coverage modeling, ramp time projections
Board reporting	CEO (`ceo-advisor`)	People KPIs, attrition risk narrative, culture health
Equity grants	CFO + Board	Dilution modeling, option pool refresh
Culture programs	Culture Architect (`culture-architect`)	Behavioral anchors, engagement programs
Org restructuring	CEO + COO	Change management, communication plan
Founder development	Founder Coach (`founder-coach`)	Leadership style evolution, delegation

Proactive Triggers

Surface these without being asked when detected:

Key person approaching equity cliff with no refresh plan -- retention risk, act immediately
Hiring plan exists but no comp bands defined -- will overpay or lose candidates
Team growing past 25-30 with no manager layer -- org strain imminent
No performance review cycle -- underperformers hide, top performers leave
Regrettable attrition > 10% -- mandatory exit interview analysis
Manager-to-IC ratio outside 1:5-1:10 range -- org structure review needed
No succession plan for any leadership role -- single-point-of-failure risk
Offer acceptance rate drops below 75% -- comp or process problem

Output Artifacts

Request	Deliverable
"Build a hiring plan"	Headcount plan: roles, timing, cost, ramp model, business case per role
"Set up comp bands"	Compensation framework: levels, bands, equity, benchmarks, refresh policy
"Design our org"	Org chart proposal: spans, layers, transition plan, timeline
"We're losing people"	Retention analysis: risk scores, root causes, intervention plan per person
"People board section"	Board slide: headcount, attrition, hiring velocity, engagement, top risks
"Performance review setup"	Performance framework: ratings, calibration, review cadence, templates
"Remote work policy"	Policy document: expectations, tools, communication norms, exceptions

Tool Reference

retention_risk_scorer.py

Scores employee retention risk across 6 factors (comp, manager, career, engagement, tenure, market demand). Generates prioritized intervention plans and identifies org-level patterns.

bash

# Run with demo data
python scripts/retention_risk_scorer.py

# From JSON with employee data
python scripts/retention_risk_scorer.py --input employees.json

# JSON output
python scripts/retention_risk_scorer.py --json

headcount_planner.py

Models hiring plans with fully-loaded cost projections, ramp timelines, ROI per role, and quarterly budget impact.

bash

# Run with demo plan
python scripts/headcount_planner.py

# From JSON hiring plan
python scripts/headcount_planner.py --input hiring_plan.json

# JSON output
python scripts/headcount_planner.py --json

comp_band_analyzer.py

Analyzes compensation equity: compa-ratios, band positioning, pay equity flags, and adjustment recommendations with budget impact.

bash

# Run with demo data
python scripts/comp_band_analyzer.py

# From JSON with bands and employees
python scripts/comp_band_analyzer.py --input comp_data.json

# JSON output
python scripts/comp_band_analyzer.py --json

Troubleshooting

Problem	Likely Cause	Fix
Attrition spikes with exit interviews naming the same manager	Manager problem, not culture problem	Investigate the specific manager; provide coaching or make a change
Comp bands not refreshed in 18+ months	Market has moved; losing candidates and retaining wrong people	Benchmark against Levels.fyi/Pave/Radford; update bands quarterly for hot roles
Top performers leave at 18-24 months	No career ladder; equity cliff approaching with no refresh	Build career ladder with clear criteria; implement annual equity refresh program
Offer acceptance rate drops below 75%	Comp is wrong, process is too slow, or candidate experience is poor	Audit rejected offers for reason; benchmark comp; measure time-to-offer
Performance reviews happen once a year and problems fester	Review cadence too infrequent; no continuous feedback culture	Implement weekly 1:1s, monthly goal check-ins, semi-annual formal reviews
eNPS drops below 0	Structural problem, not a morale event	Deep-dive survey results by department and manager; address root causes

Success Criteria

Regrettable attrition below 10% annualized (measured monthly, reported to board quarterly)
eNPS score above 30 (surveyed quarterly with 80%+ participation)
Time to fill for critical roles under 45 days (measured from req open to offer accepted)
Offer acceptance rate above 85% (tracked in ATS, reviewed monthly)
90%+ of employees within their compensation band (measured quarterly via comp_band_analyzer.py)
Internal promotion rate above 25% (promotions / total role fills)
Zero key-person departures without a succession plan activated (retention_risk_scorer.py identifies risk)

Scope & Limitations

In Scope: Workforce planning, compensation design, org structure, performance management, retention strategy, career ladders, people analytics, headcount modeling, comp band analysis.

Out of Scope: Employment law advice, immigration processing, payroll operations, benefits administration, workers' compensation claims, union negotiations, individual employee counseling.

Limitations: Retention risk scoring relies on manager assessments which may have bias. Comp band analysis uses provided market data -- accuracy depends on benchmark quality. Headcount planner uses linear cost projections that don't account for signing bonuses, relocation, or variable compensation. Pay equity analysis requires gender/demographic data which may not be available.

Integration Points

Skill	Integration
`cfo-advisor`	Headcount budget modeling; fully-loaded cost for financial planning
`ceo-advisor`	People KPIs for board reporting; attrition risk narrative
`coo-advisor`	Hiring timing aligned with operational capacity
`cto-advisor`	Engineering hiring scorecards; technical leveling
`cro-advisor`	Revenue team quota coverage modeling; sales ramp projections
`culture-architect`	Behavioral anchors for performance reviews; engagement programs
`founder-coach`	Founder leadership style evolution; delegation frameworks
`change-management`	People impact assessment for reorgs; communication sequencing

Files

SKILL.md and 3 other files (scripts) in c-level-advisor/chro-advisor of borghei/Claude-Skills.

SKILL.md
scripts/comp_band_analyzer.py
scripts/headcount_planner.py
scripts/retention_risk_scorer.py

Open the folder on GitHubat commit 4a698e8

Compare with similar skills

Chro Advisor next to the 5 skills that share the most tags, products or categories with it. Stars are the repository's; “used in” counts other GitHub owners with a copy.

Chro Advisor compared with similar skills
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Chro Advisor this skillborghei/Claude-Skills	881	—	~4.9k	Automated safety check: Pass	MIT	today
Get Jobagentenatalie/get-job.skill	625	—	~1.7k	Automated safety check: Pass	CC-BY-NC-ND-4.0	1 mo ago
Resume Reviewerweeelin98/ResumeDom	164	—	~2.4k	Automated safety check: Pass	None	12 days ago
Build Resume Portfolio Sitetao943/build-resume-portfolio-site	195	—	~5.8k	Automated safety check: Pass	None	7 days ago
Cyber Resume Reviewermubix/cyber-resume-reviewer-skill	183	—	~2.9k	Automated safety check: Pass	MIT	17 days ago
Repo To Resume TailorSsabby1/repo-to-resume-tailor	127	—	~1.8k	Automated safety check: Pass	MIT	5 mo ago

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Questions about Chro Advisor

What does Chro Advisor do?

People leadership for scaling companies: hiring, compensation, org structure, performance, and retention. Chro Advisor is an agent skill from borghei/Claude-Skills. People leadership for scaling companies: hiring, compensation, org structure, performance, and retention.

When should I use Chro Advisor?

Chro Advisor fits situations like: building hiring plans; designing comp frameworks; restructuring teams; managing performance.

How do I install Chro Advisor in Claude Code?

Run `npx skills add borghei/Claude-Skills --skill chro-advisor -a claude-code`. Or copy the skill folder (c-level-advisor/chro-advisor in borghei/Claude-Skills) into .claude/skills/chro-advisor in your project. Claude Code loads it when a task matches its description.

How do I install Chro Advisor in Codex?

Run `npx skills add borghei/Claude-Skills --skill chro-advisor -a codex`. Or copy the skill folder (c-level-advisor/chro-advisor in borghei/Claude-Skills) into .agents/skills/chro-advisor in your project. Codex loads it when a task matches its description.

Can I use Chro Advisor in Cursor, Gemini CLI or GitHub Copilot?

Cursor, Gemini CLI, GitHub Copilot and OpenCode also load SKILL.md folders. With the skills CLI, run `npx skills add borghei/Claude-Skills --skill chro-advisor -a cursor` (or -a gemini-cli, github-copilot or opencode for the others). To copy it by hand, put the folder in .cursor/skills/chro-advisor, .gemini/skills/chro-advisor, .github/skills/chro-advisor and .opencode/skills/chro-advisor in your project.

What does Chro Advisor need to run?

Going by SKILL.md and its folder, Chro Advisor needs Python for the scripts in its folder and the command-line tools its instructions call (python). Our summary lists: Python 3.

Does Chro Advisor access the network?

SKILL.md contains no URLs. Any network use would come from the scripts or tools the agent runs. This is read from the text; nothing was executed.

Is Chro Advisor safe to install?

Our automated static check of SKILL.md found no risky patterns, such as piping downloads into a shell, reading credential files or hidden Unicode. It is not a guarantee. The check reads SKILL.md only: the scripts in the folder are not scanned, so read them before running anything.

What licence does Chro Advisor use?

Chro Advisor is published under the MIT licence (declared in SKILL.md). It allows redistribution, so the full SKILL.md is shown on this page.

How many tokens does Chro Advisor use?

About 4.9k tokens (SKILL.md is roughly 20k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full.

What are the alternatives to Chro Advisor?

Skills that share tags, products or a category with Chro Advisor: Get Job (agentenatalie/get-job.skill, 625 stars), Resume Reviewer (weeelin98/ResumeDom, 164 stars), Build Resume Portfolio Site (tao943/build-resume-portfolio-site, 195 stars) and Cyber Resume Reviewer (mubix/cyber-resume-reviewer-skill, 183 stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.

Who maintains Chro Advisor?

borghei (a GitHub user) maintains it in borghei/Claude-Skills, which has 881 GitHub stars. The repository holds 349 skills in this directory. The repository was last updated on October 7, 2026.

Source: borghei/Claude-Skills on GitHub. Facts on this page come from the repository at the commit we read; the author's words are quoted as theirs.

Install Chro Advisor

Facts

At a glance

What it does

When your agent uses it

Example prompts

Requirements

Workflow steps

What it can do on your machine

Tool permissions

Runs code

Network

Credentials

Context cost

Safety

SKILL.md

CHRO Advisor

Keywords

Quick Start

Workforce Planning Decision Tree

Core Responsibilities

1. Workforce Planning and Headcount

Hiring Justification Framework

Headcount Planning by Stage

2. Compensation Design

Compensation Band Architecture

Band Construction Method

Total Compensation Components

Equity Grant Guidelines by Stage

3. Organizational Design

Spans of Control Guidelines

When to Add Management Layers

Org Design Anti-Patterns

4. Performance Management

Calibrated Performance Framework

Performance Review Cadence

PIP (Performance Improvement Plan) Structure

5. Retention Strategy

Retention Risk Assessment Matrix

Retention Intervention Ladder

People Metrics Dashboard

Tier 1: Board-Level Metrics (Monthly)

Tier 2: Leadership Metrics (Weekly)

Tier 3: Operational Metrics (Daily/Weekly)

Red Flags

Integration with C-Suite

Proactive Triggers

Output Artifacts

Tool Reference

retention_risk_scorer.py

headcount_planner.py

comp_band_analyzer.py

Troubleshooting

Success Criteria

Scope & Limitations

Integration Points

Files

Compare with similar skills

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Questions about Chro Advisor