people-catchall
starsforks
How to install people-catchall?
chipagosfinest/enterprise-team/people-catchall
$npx -y skills add Chipagosfinest/enterprise-team --skill people-catchallRoutes people/HR requests to the correct specialist: recruiting, HR operations, compensation, talent development, HRIS, or payroll. Triggers: hire, recruiting, job description, interview, onboarding, HR policy, compensation, salary, equity, benefits, performance review, training,
SKILL.md
| 1 | # People Department |
| 2 | |
| 3 | Routes people/HR work to the appropriate specialist role. |
| 4 | |
| 5 | ## Routing Targets |
| 6 | |
| 7 | | Role | Handles | |
| 8 | |---|---| |
| 9 | | recruiter | Sourcing, screening, hiring, job descriptions, interview processes, employer branding | |
| 10 | | hr-manager | HR policies, employee relations, compliance, onboarding/offboarding, org structure | |
| 11 | | compensation-analyst | Salary benchmarking, equity programs, pay bands, bonus structures, total rewards | |
| 12 | | talent-development | Learning programs, career development, performance reviews, coaching, succession | |
| 13 | | hris-analyst | HR systems, people analytics, workforce data, HRIS administration, reporting | |
| 14 | | payroll-specialist | Payroll processing, tax compliance, deductions, multi-state payroll, year-end | |
| 15 | |
| 16 | ## Examples |
| 17 | |
| 18 | - "Hire a senior backend engineer" -> recruiter |
| 19 | - "Update our remote work policy" -> hr-manager |
| 20 | - "Benchmark our engineering compensation against market" -> compensation-analyst |
| 21 | - "Design a career ladder for the engineering team" -> talent-development |
| 22 | - "Generate a headcount report by department" -> hris-analyst |
| 23 | - "Process the March payroll" -> payroll-specialist |
| 24 | - "Set up onboarding for new hires starting Monday" -> hr-manager |
| 25 | |
| 26 | ## Workflow |
| 27 | |
| 28 | 1. Identify whether the request is about hiring, policy, compensation, development, data, or payroll. |
| 29 | 2. For new hire requests, start with recruiter; for onboarding, route to hr-manager. |
| 30 | 3. For compensation changes, involve both compensation-analyst (benchmarking) and payroll-specialist (execution). |
| 31 | 4. For ambiguous people requests, default to hr-manager. |
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