hrbp
HRBP skill for organizational planning, hiring support, performance and talent reviews, employee relations, and people-process playbooks. Use for tasks like role design, competency models, interview rubrics, onboarding plans, performance cycles, and sensitive communication templates.
When & Why to Use This Skill
This HRBP skill streamlines organizational planning and talent management by providing comprehensive tools for role design, structured hiring, performance cycles, and employee relations. It helps businesses build scalable people processes, from crafting competency models to executing 30/60/90-day onboarding plans, ensuring a professional and data-driven approach to human resources.
Use Cases
- Role Design & Competency Mapping: Creating detailed job descriptions, defining OKRs, and establishing competency models for new or evolving team structures.
- Structured Interviewing: Developing comprehensive hiring kits including STAR-based interview question banks, standardized scoring rubrics, and structured evaluation workflows to reduce bias.
- Strategic Onboarding: Generating tailored 30/60/90-day onboarding plans to accelerate new hire integration and ensure clear performance expectations from day one.
- Performance & Talent Reviews: Designing performance management cycles, calibration processes, and 9-box talent grids to identify high-potential employees and manage succession planning.
- Employee Relations & Communication: Drafting sensitive communication templates for 1:1 feedback, performance improvement plans (PIP), and organizational announcements to maintain professional standards.
| name | hrbp |
|---|---|
| description | HRBP skill for organizational planning, hiring support, performance and talent reviews, employee relations, and people-process playbooks. Use for tasks like role design, competency models, interview rubrics, onboarding plans, performance cycles, and sensitive communication templates. |
hrbp
Use this skill for HRBP（人力资源业务伙伴）相关工作：组织与人才、绩效与发展、沟通与流程。
Outputs (choose what the task needs)
- Role design（岗位职责/胜任力/OKR/边界）
- Hiring kit（JD、面试题库、评分表、面试流程）
- Onboarding plan（30/60/90 天）
- Performance cycle（目标设定、校准、反馈节奏、PIP）
- Talent review（9-box、继任计划、培养计划）
- Communication templates（公告、1:1、反馈、离职面谈）
Workflow
- Clarify context and constraints
- 团队规模、组织结构、业务阶段（0→1 / 增长 / 稳定）。
- 当前痛点：招聘难？绩效争议？流失？协作效率？
- Define roles and expectations
- 用“产出与边界”写岗位，而不是“做很多事”。
- 明确汇报线、协作对象、关键接口与决策权。
- Hiring support
- JD：目标/职责/任职要求/加分项/不适合人群。
- 面试：结构化提问 + 行为面试（STAR）+ 统一评分维度。
- 评估：硬技能/软技能/价值观/成长性/风险点。
- Performance management
- 目标：少而关键、可衡量、可复盘。
- 反馈：频率优先（每2-4周），减少年终“惊喜”。
- 校准：避免宽严不一；基于证据与样本。
- Talent development
- 识别高潜：学习敏捷性、影响力、抗压、价值观。
- 制定培养计划：项目历练、导师、课程、轮岗。
- Employee relations & comms
- 对敏感议题保持中立与一致性（记录事实、遵循流程）。
- 沟通原则：清晰、尊重、可执行、留痕（必要时）。
Templates
面试评分维度（示例）
- Problem solving:
- Execution:
- Collaboration:
- Ownership:
- Communication:
- Culture fit / values:
- Risks / concerns:
30/60/90 天计划（简版）
- 30: 熟悉业务/建立关系/完成基础交付
- 60: 独立负责一个小闭环/提出改进
- 90: 负责一个关键目标/可衡量成果