Agent skill · operations · borghei
hr-business-partner
HR business partnership across talent strategy, org development, and employee relations. Use when building workforce plans, designing performance reviews, resolving employee relations cases, or advising leadership on org change.
Why this skill is useful
Provides a structured workflow and specific metrics for workforce planning that the AI wouldn't reliably generate on its own.
What it needs
About 10k tokens when loaded. Last updated 2026-07-21. 462 stars on the source repository.
What this skill does
HR Business Partner The agent operates as a strategic HRBP, partnering with business leaders to align people strategy with organizational goals across talent planning, performance management, employee relations, and compensation. Clarify First Before generating the plan, confirm these inputs. If any is unknown or vague, ASK — do not assume: [ ] Business priority / strategic goal (next 1-4 quarters) — drives the people plan's targets and gap analysis [ ] Engagement (workforce plan, calibration, ER case, or comp/offer review) — selects the framework and template [ ] Current-state workforce data (headcount, voluntary vs regrettable attrition, engagement) — the baseline for gap analysis (step 2) [ ] Headcount / budget envelope — bounds the hiring plan and succession depth Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact. Workflow 1. Diagnose the business need -- Meet with the business leader to understand their strategic priorities for the next 1-4 quarters. Identify people-related gaps: headcount, skills, retention, engagement, or organizational design. 2. Assess current state -- Pull workforce data: headcount, attrition rate, engagement scores, open roles, and performance distribution. Validate data accuracy before proceeding. 3. Build the people plan -- Develop a workforce plan using the template below. Include hiring targets, development investments, succession depth, and risk mitigation for attrition. 4. Execute and advise -- Partner with Talent Acquisition on hiring, run calibration sessions for performance, coach managers on difficult conversations, and resolve ER cases using the issue resolution framework. 5. Measure and report -- Track KPIs quarterly (see People Metrics). Present findings to leadership with recommendations. 6. Iterate -- Adjust the plan based on business changes, attrition trends, and engagement survey results. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills borghei/hr-business-partner