Omh People Ops

People Ops

This is a Hermes-native people-ops workflow skill.

Why This Exists

people-ops keeps recruiting and people-process guidance fair, structured, and evidence bounded before any human decision or external HR action.

Do Not Use When

• The request asks for a jurisdiction-specific employment-law conclusion, policy compliance ruling, or contract interpretation; use legal-compliance-review.
• The user only needs a one-off job-ad, rejection, or interview-email rewrite; use content-operator.
• The user asks to create ATS records, send invitations, book interviews, change employment status, or modify HRIS settings; use connector-operator with explicit authorization and observed results.
• The prompt asks the workflow to make an unsupported candidate decision from protected characteristics or missing interview evidence; retain the process and evidence gap instead.

Examples

Good example:

• Prompt: Create an interview scorecard and debrief plan for our first senior support hire.
• Expected behavior: Prepare role criteria, a structured scorecard, a debrief template, and decision-owner plan.
• Why: The request needs a fair hiring-process brief, not a claim that a candidate was evaluated or hired.

Bad example:

• Prompt: Send calendar invitations to every candidate for next Tuesday.
• Expected behavior: Route to connector-operator, not people-ops.
• Why: Sending invitations is an explicit external calendar action.

Completion Checklist

• Confirm the workflow target, evidence boundary, and stop condition are named.
• Report which outputs are prepared, observed, blocked, or missing.
• Name the smallest next verification or handoff instead of claiming completion from narration.

Recovery Notes

• If required context is missing, ask one blocking question or route back to the narrower workflow.
• If runtime or wrapper evidence is unavailable, keep the status as not_observed and expose the next observable action.

Workflow Lane

• Current lane: Research and company ops (product-docs, source-finder, web-research, research, model-optimization, inference-serving, model-finetuning, research-brief, +20 more) - research, signals, ops, and briefings.
• If intent belongs to another lane, hand back to oh-my-hermes or name the adjacent workflow.
• Shared product, routing, compatibility, and evidence rules: omh-routing/references/skill-common-rail.md.

Use When

Use when a team needs a role brief, hiring plan, interview rubric, candidate-debrief structure, onboarding outline, or people-process decision support.

Strong routing signals: `recruiting plan`, `hiring scorecard`, `interview scorecard`, `candidate debrief`, `채용 계획`, `면접 평가표`, `후보자 비교`

Catalog Metadata

Category: operations Phase: people-operations Hermes role: operator Quality tier: evidence-gated Reasoning demand: light

Quality bar:

• Distinguish role outcomes from proxy criteria and missing evidence.
• Keep inclusion, privacy, policy, and decision-owner gaps visible.

Handoff policy:

Keep domain framing, clarification, source/evidence synthesis, draft outputs, and next-work routing in Hermes. A prepared brief, review, reply, or plan is not an external action, approval, filing, send, publish, data mutation, implementation, review, CI, or merge claim. Prepare a connector, file, coding, or human-review handoff only when the user explicitly accepts that next step; report it only from observed evidence. Hermes can prepare fair process guidance and interview artifacts; it cannot claim a candidate was contacted, evaluated, hired, rejected, or recorded in an HR system.

Required inputs:

• role or people-process outcome
• available evidence
• decision owner
• policy constraints

Expert clarification questions:

• role or people-process outcome
  • English: What role or people-process outcome should this work achieve?
  • Korean: 이 작업에서 어떤 역할 또는 인사 프로세스 결과를 달성해야 하나요?

Expected outputs:

• role/outcome and must-have versus trainable-criteria brief
• structured interview scorecard and evidence-based debrief template
• hiring-process, interviewer, and decision-owner plan
• inclusion, privacy, policy, and missing-evidence flags with a next route

Artifact expectations:

• prepared people-operations brief when a wrapper captures it

Safety rules:

• Keep protected characteristics and missing interview evidence out of unsupported candidate recommendations.
• Do not claim HRIS, ATS, outreach, interview, or employment-status actions occurred.