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.