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Agent skill

People Ops

by ericrisco in ericrisco/rsc-harness

A skill your agent uses when the offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp, drafting or auditing an internal policy or…

MITAuto-check passedLegal & Compliance

Install People Ops

skills CLI
$ npx skills add ericrisco/rsc-harness --skill people-ops -a claude-code

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

GitHub CLI
$ gh skill install ericrisco/rsc-harness people-ops --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/ericrisco/rsc-harness.git skills-src && mkdir -p .claude/skills && cp -r skills-src/skills/people-ops .claude/skills/people-ops && 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/

Facts

Skill name
people-ops
GitHub stars
167
Token cost
~2.9k tokens
SKILL.md length
1,485 words
Files
4 (incl. references)
Skills in repo
227
Repo updated
First seen
Licence
MIT

At a glance

A skill your agent uses when the offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp, drafting or auditing an internal policy or…

  • Works in 4 steps: An explicit at-will + "this is not a… → A signed acknowledgment the employee… → No mandatory terms — avoid "will / must… → …
  • The offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp
  • SKILL.md covers The four moments (the spine), Onboarding, Day-1 legal clock (US —… and Writing policy / the employee…, plus 3 more sections
  • Instructions only: no scripts, shell commands, URLs or credentials in SKILL.md

What it does

People Ops is an agent skill from ericrisco/rsc-harness. Use when the offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp, drafting or auditing an internal policy or handbook section, standing up the recurring people rhythm (1:1s, review and goal cycles, headcount), or offboarding a leaver. NOT sourcing, interviewing or the offer itself (that is hiring).

Its SKILL.md is about 2.9k tokens, which your agent loads only when the skill is triggered. The skill folder holds 5 other files, including reference files (for example `evals/README.md`, `evals/cases.yaml` and `references/templates.md`).

It sits in Legal & Compliance. The repository describes itself as: Your agent invents things because it has no memory, and can't touch your database because it has no arms. rsc is the meta-harness that gives it both, plus the trade to know the… The licence is MIT.

When your agent uses it

  • The offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp
  • Auditing an internal policy
  • Handbook section
  • Standing up the recurring people rhythm (1:1s

Example prompts

  • “/people-ops”

Workflow steps

4 steps, taken from the first numbered list in SKILL.md.

  1. An explicit at-will + "this is not a contract" disclaimer.
  2. A signed acknowledgment the employee returns.
  3. No mandatory terms — avoid "will / must / shall guarantee," rigid step-by-step discipline you must follow.
  4. Re-acknowledge with a version + date on every material change.

What it can do on your machine

Read from SKILL.md and the folder at commit e3d5b33. 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

    No scripts in the folder and no shell commands in SKILL.md.

    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

People Ops loads about 2.9k tokens when it runs, and up to ~4.5k if it reads all its reference files. Until then it costs about 94 tokens; SKILL.md has 1,485 words of instructions outside code blocks.

Always · name and description, kept in context so the agent knows when to use it
~94
When it runs · the whole SKILL.md, loaded when a task matches
~2.9k
With references · SKILL.md plus every file in references/, read only if the agent opens them
~4.5k

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); files beside SKILL.md are not scanned.

SKILL.md

The full file from ericrisco/rsc-harness at commit e3d5b33, republished under its MIT licence (© ericrisco). 1,485 words, ~2,929 tokens.

Download SKILL.mdSave it as .claude/skills/people-ops/SKILL.md (or your agent's skills folder). This skill also uses 3 other files; get the full folder from GitHub.
name
people-ops
description
Use when the offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp, drafting or auditing an internal policy or handbook section, standing up the recurring people rhythm (1:1s, review and goal cycles, headcount), or offboarding a leaver. NOT sourcing, interviewing or the offer itself (that is `hiring`).
tags
people-ops, hr, onboarding, employee-handbook, policy, offboarding, one-on-ones, retention
recommends
hiring, contracts, gdpr-privacy, sop-builder, project-ops, e-signature
origin
risco

People-ops

You run the people function as a steady operation, starting the moment a candidate says yes. Three jobs, no more: onboard the new hire, write the policies that govern them, and run the people rhythm so it does not live in one founder's head. The identity line: the offer is signed — now get this person productive, write the policies that bind them, and keep the team's people-rhythm running.

One hard line sits above everything: you begin at offer-signed. Sourcing, screening, interviewing, scoring, and the offer itself are not yours — they belong to ../hiring/SKILL.md. You also do not write the binding instruments. The employment contract, NDA, and IP-assignment are ../contracts/SKILL.md; the handbook you write explicitly is not a contract. Employee-data privacy and GDPR record-handling are ../gdpr-privacy/SKILL.md. A generic non-people process doc (how we deploy, how we close the books) is ../sop-builder/SKILL.md; a cross-function team ritual is ../project-ops/SKILL.md. When the work crosses one of those lines, hand off — do not improvise legal text or a deploy runbook under the banner of "HR."

The four moments (the spine)

Every request lands in one of four moments. Find the moment first; it tells you the artifact to produce.

The momentTriggerArtifact you produce
PreboardingOffer just signed, start date setPreboarding checklist — paperwork + access requests pulled forward (fact 3)
Day 1Person starts todayDay-1 checklist — access live, equipment ready, intros; no form marathon
Ramp (30/60/90)First quarterA 30/60/90 plan framed learn → contribute → own, with named manager moves
Ongoing rhythmRecurringWeekly 1:1 + review/goal cadence; headcount + who-owns-what
ExitSomeone is leavingOffboarding checklist — same-day access revocation, knowledge handoff, exit conversation

Do not skip backward. If a founder asks for a 30/60/90 but preboarding never happened, say so — the plan assumes Day 1 already went right.

Onboarding

The first 90 days decide retention, and almost nobody plans them. ~20% of organizations report half their new hires leave within the first 90 days; only ~29% run a structured 90-day program (Enboarder 2025 HR Leader survey, accessed 2026-06-02). A structured plan is the cheapest retention you will ever buy.

Pull paperwork into preboarding — protect Day 1. ~40% of onboarding time is eaten by compliance tasks; e-signature, pre-filled forms, and self-service enrollment cut that from a day to under an hour (Pin / Kayako onboarding guides, accessed 2026-06-02). Send forms, equipment order, and account-provisioning requests in the days before the start date. Day 1 is then about people — the team, the manager, the first real task — not a desk of forms. Route the e-signature mechanics to ../e-signature/SKILL.md.

The 30/60/90, framed learn → contribute → own:

  • Days 1–30 — learn. Tools, codebase/product, who's who, the team's norms. One small shipped thing by day 30 so the win is real, not theoretical.
  • Days 31–60 — contribute. Owns a small recurring responsibility; pairs less; gives feedback on a process.
  • Days 61–90 — own. Carries a deliverable end-to-end; the ramp is a fact, not a hope.

Name the manager's moves — this is the biggest lever. Active manager engagement makes a new hire ~3.4x more likely to report an exceptional onboarding experience, yet only ~18% discuss performance goals with their manager in the first 90 days (Gartner, 3,400 hires, via Asana, accessed 2026-06-02). So the plan must say what the manager does, not just HR:

  • Day 1: a real welcome and the first concrete task (not "settle in").
  • Week 1: the goals conversation — what good looks like at 30/60/90.
  • Assign a buddy (peer, not the manager) for the "dumb question" channel.
  • Weekly 1:1 from week one — the habit that holds the rest together (see rhythm).

A plan with no named manager and no goals conversation is HR talking to itself. The full preboarding / Day-1 checklists and a 30/60/90 with separate manager and new-hire columns live in references/templates.md.

Confirm the jurisdiction before you write a date. The table below is US. The EU, UK, and most countries differ, and many are not at-will — do not copy this clock into a non-US plan. Defer the actual employment contract to ../contracts/SKILL.md and employee-record privacy to ../gdpr-privacy/SKILL.md.

In the US the Day-1 clock is hard-dated, and the fines are per-form (SHRM / USCIS / E-Verify, accessed 2026-06-02):

StepDeadlineWho
I-9 Section 1On or before the first day of work (may be done after acceptance)Employee
I-9 Section 2Within 3 business days of hireEmployer
E-Verify case (where used)By the 3rd business dayEmployer

Paperwork errors run $288–$2,861 per form — which is exactly why the I-9 belongs in preboarding for Section 1 and on the calendar for Section 2, not improvised on a busy first morning.

Show full SKILL.md (721 more words)Show less

Writing policy / the employee handbook

A handbook is "not a contract" only if it says so and avoids contractual language. Courts treat handbooks as implied contracts when they promise guaranteed employment or rigid progressive discipline (MRA / HRMorning / Mosey, accessed 2026-06-02). Required guardrails on every handbook you draft (US at-will — many countries are not at-will; flag it):

  1. An explicit at-will + "this is not a contract" disclaimer.
  2. A signed acknowledgment the employee returns.
  3. No mandatory terms — avoid "will / must / shall guarantee," rigid step-by-step discipline you must follow.
  4. Re-acknowledge with a version + date on every material change.

The minimum-viable handbook is a known short list (SCORE / Gusto / TalentHR guides, accessed 2026-06-02): equal-opportunity / anti-harassment, attendance + work hours, PTO + sick leave, confidentiality, technology / acceptable use, a disciplinary process, and the signed acknowledgment. Add remote/hybrid even if you have no remote staff today — you will.

Every policy uses the same skeleton so they read consistently and have an owner: purpose → scope → rule → exceptions → owner → effective date. A policy with no owner and no date is already stale.

Remote-work framing — privilege, not right, with concrete conditions (Workable / SHRM, accessed 2026-06-02). State it as a privilege the company can revoke; then make it concrete: a dedicated workspace + confidentiality, company-approved and secured devices, availability during core hours. Conduct rules must address hybrid-specific issues — e.g. personal messaging apps vs corporate tools.

The Bad→Good that decides whether your handbook becomes an accidental contract:

text
Bad:  The Company shall guarantee continued employment and shall follow the
      three-step disciplinary process below before any termination.
Good: Employment is at-will: either you or the Company may end it at any time,
      with or without cause or notice. This handbook is a guide, not a
      contract, and does not promise employment for any period. Where used,
      progressive discipline is at the Company's discretion and may be
      skipped. (See your signed acknowledgment.)

"Shall guarantee" and a mandatory discipline ladder are the two phrases that hand a plaintiff an implied-contract argument. Full minimum-viable section list with a one-line drafting note each, plus the at-will/acknowledgment boilerplate (carrying its jurisdiction caveat), are in references/templates.md.

The operating rhythm

The people rhythm is layered, and the weekly 1:1 is the non-negotiable. Skip the weekly check-in and the quarterly goals quietly collapse back into once-a-year behavior (Peoplebox / WorkBoard / OKR Institute, accessed 2026-06-02).

CadenceFrequencyLengthWhat it is
1:1Weekly15–30 minCoaching, not evaluation — blockers, growth, feedback both ways
Check-in / reviewMonthly or quarterly30–45 minProgress against goals; lightweight written
Goal cycle~90 days—2 objectives × 3–4 key results per sub-function

A 1:1 agenda skeleton that keeps it coaching, not status: wins → blockers → growth → feedback both ways (you ask for feedback on yourself too — that is what makes the channel real). Let the report own the agenda; you own showing up.

Offboarding is the moment most teams botch. Revoke access same-day — accounts left live for days are the security hole and the awkward-Slack-message problem. Then: knowledge handoff (what only this person knew, written down before they go), return of equipment, and an honest exit conversation (why they're leaving — the one piece of retention data you can't buy). Full checklist in references/templates.md.

Anti-patterns

Anti-patternWhy it bitesFix
Day 1 is a paperwork marathonBurns the one day that should build belonging; ~40% of onboarding time is compliancePull forms + access into preboarding; Day 1 is people + first task
Handbook says "shall guarantee" / mandates a fixed discipline ladderHands a plaintiff an implied-contract argument; the handbook stops being "not a contract"At-will + not-a-contract disclaimer, signed acknowledgment, discretionary discipline
No manager named in the onboarding planThe 3.4x retention lever goes unused; HR talks to itselfName the manager's moves: Day-1 task, week-1 goals talk, buddy, weekly 1:1
Assumes US law everywhereI-9/E-Verify and at-will are US-specific; most countries are not at-willConfirm jurisdiction first; flag the clock as US-only; hand the contract to ../contracts/SKILL.md
Ships a generic SOP and calls it a people policyA deploy runbook is not a people policy; wrong skeleton, wrong ownerUse purpose→scope→rule→exceptions→owner→date; SOPs go to ../sop-builder/SKILL.md
Skips weekly 1:1s, relies on the annual reviewQuarterly goals collapse into once-a-year behaviorProtect the weekly 1:1; it is the non-negotiable that holds the rhythm
Offboarding leaves access live for daysSecurity hole + awkward access nobody ownsRevoke access same-day; then handoff, equipment, exit conversation
Writes the employment contract or privacy notice as "HR work"Crosses into binding legal text / a statutory data regimeContract → ../contracts/SKILL.md; employee-data privacy → ../gdpr-privacy/SKILL.md

References

  • references/templates.md — copy-ready, fill-in material offloaded from the spine: full preboarding / Day-1 / offboarding checklists; a 30/60/90 table with separate manager and new-hire columns; the minimum-viable handbook section list with a one-line drafting note each; the at-will + not-a-contract + acknowledgment boilerplate (with jurisdiction caveat); a 1:1 agenda template; a quarterly review template.

© ericrisco, MIT. Rendered from Markdown: HTML in the file is shown as text, images as links, and headings moved down two levels. Raw file

Files

SKILL.md and 3 other files (references) in skills/people-ops of ericrisco/rsc-harness.

  • SKILL.md
  • evals/README.md
  • evals/cases.yaml
  • references/templates.md

Open the folder on GitHubat commit e3d5b33

Compare with similar skills

People Ops 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.

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People Ops this skillericrisco/rsc-harness167—~2.9kAutomated safety check: PassMIT
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Quality Manager Qmrborghei/Claude-Skills881—~5.8kAutomated safety check: PassMIT
Negotiation Playbookrevfactory/harness-1001.3k—~1.3kAutomated safety check: PassApache-2.0
Billing And Litigation BudgetTHUYRan/Legal-Skills-Chinese868—~5kAutomated safety check: PassNone
Legal Compliance SearchSerein-81/financial_rag148—~1.6kAutomated safety check: NotesNone

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Categories

Questions about People Ops

What does People Ops do?

A skill your agent uses when the offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp, drafting or auditing an internal policy or…. People Ops is an agent skill from ericrisco/rsc-harness. Use when the offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp, drafting or auditing an internal policy or handbook section, standing up the recurring people rhythm (1:1s, review and goal cycles, headcount), or offboarding a leaver.

When should I use People Ops?

People Ops fits situations like: the offer is signed and you now have to run the person — an onboarding plan from preboarding through the 30/60/90 ramp; auditing an internal policy; handbook section; standing up the recurring people rhythm (1:1s.

How do I install People Ops in Claude Code?

Run `npx skills add ericrisco/rsc-harness --skill people-ops -a claude-code`. Or copy the skill folder (skills/people-ops in ericrisco/rsc-harness) into .claude/skills/people-ops in your project. Claude Code loads it when a task matches its description.

How do I install People Ops in Codex?

Run `npx skills add ericrisco/rsc-harness --skill people-ops -a codex`. Or copy the skill folder (skills/people-ops in ericrisco/rsc-harness) into .agents/skills/people-ops in your project. Codex loads it when a task matches its description.

Can I use People Ops 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 ericrisco/rsc-harness --skill people-ops -a cursor` (or -a gemini-cli, github-copilot or opencode for the others). To copy it by hand, put the folder in .cursor/skills/people-ops, .gemini/skills/people-ops, .github/skills/people-ops and .opencode/skills/people-ops in your project.

What does People Ops need to run?

SKILL.md names no scripts, command-line tools or credentials: People Ops is instructions for the agent only.

Does People Ops 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 People Ops 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. Review the folder before installing.

What licence does People Ops use?

People Ops is published under the MIT licence (the repository's licence). It allows redistribution, so the full SKILL.md is shown on this page.

How many tokens does People Ops use?

About 2.9k tokens (SKILL.md is roughly 12k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full. Its references folder adds about 1.6k tokens, read only when the agent opens those files.

What are the alternatives to People Ops?

Skills that share tags, products or a category with People Ops: Trade Risk (zubair-trabzada/ai-trading-claude, 267 stars), Quality Manager Qmr (borghei/Claude-Skills, 881 stars), Negotiation Playbook (revfactory/harness-100, 1.3k stars) and Billing And Litigation Budget (THUYRan/Legal-Skills-Chinese, 868 stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.

Who maintains People Ops?

ericrisco (a GitHub user) maintains it in ericrisco/rsc-harness, which has 167 GitHub stars. The repository holds 227 skills in this directory. The repository was last updated on October 7, 2026.

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