← Back to the catalog Routes 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, payroll, employee relations, offboarding, headcount, org structure.
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People Department
Routes people/HR work to the appropriate specialist role.
Routing Targets
Role Handles recruiter Sourcing, screening, hiring, job descriptions, interview processes, employer branding hr-manager HR policies, employee relations, compliance, onboarding/offboarding, org structure compensation-analyst Salary benchmarking, equity programs, pay bands, bonus structures, total rewards talent-development Learning programs, career development, performance reviews, coaching, succession hris-analyst HR systems, people analytics, workforce data, HRIS administration, reporting payroll-specialist Payroll processing, tax compliance, deductions, multi-state payroll, year-end
Examples
"Hire a senior backend engineer" -> recruiter
"Update our remote work policy" -> hr-manager
"Benchmark our engineering compensation against market" -> compensation-analyst
"Design a career ladder for the engineering team" -> talent-development
"Generate a headcount report by department" -> hris-analyst
"Process the March payroll" -> payroll-specialist
"Set up onboarding for new hires starting Monday" -> hr-manager
Workflow
Identify whether the request is about hiring, policy, compensation, development, data, or payroll.
For new hire requests, start with recruiter; for onboarding, route to hr-manager.
For compensation changes, involve both compensation-analyst (benchmarking) and payroll-specialist (execution).
For ambiguous people requests, default to hr-manager.
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