Guide · Agent skill
How to use the CHRO People Advisor agent skill (chro-advisor)
Updated · written with AI from the project's own documentation and checked against our catalogue data
The chro-advisor skill gives an AI agent a people-leadership playbook covering hiring plans, compensation design, org structure, culture and retention. It is aimed at founders and small leadership teams at growing companies, HR or people-ops staff who want a starting framework, and students learning how people strategy works. After this guide you will know what the skill does, how to install it, how to trigger it with everyday requests, and what to check before acting on its output.
CHRO People Advisoralirezarezvani/claude-skills · MIT Download the skill Quick start
- 1Download the ZIP. Get the chro-advisor ZIP from the skill page on this site.
- 2Unzip into a skills folder. Place the chro-advisor folder in ~/.claude/skills/ for personal use, or in your project's .claude/skills/ folder.
- 3Or upload in the Claude apps. Open Settings, go to Capabilities, then Skills, and upload the skill.
- 4Ask a people question. Describe a hiring, comp, org or retention problem with your company stage and constraints.
- 5Run the scripts if needed. From the skill folder, run python scripts/hiring_plan_modeler.py or python scripts/comp_benchmarker.py using Python 3.
- 6Verify before acting. Check the confidence tags and validate pay and legal points with real data and a qualified professional.
What are agent skills, and what does this one do?
An agent skill is a folder of instructions and reference files that an AI agent loads when a request matches the skill's description. The chro-advisor skill is written for people-leadership questions in scaling companies. Its main file, SKILL.md, tells the agent to answer the way a seasoned Chief People Officer would.
In practice the agent can help with hiring plans tied to business goals, salary bands and equity design, spans of control and management layers, and retention and performance practices. For each area it draws on a reference guide: people_strategy.md, comp_frameworks.md and org_design.md.
- Headcount and hiring plans with cost projections
- Compensation frameworks: salary bands, equity and total comp
- Org design: spans of control, layers, reorgs and title frameworks
- Retention and performance practices, including a calibrated rating distribution
- Culture and engagement measures, such as eNPS
Install the chro-advisor skill
Download the ZIP from the skill page on this site and unzip it. For a personal setup, place the chro-advisor folder inside ~/.claude/skills/. For a single project, place it inside that project's .claude/skills/ folder.
If you use the Claude apps instead, open Settings, go to Capabilities, and upload the skill under Skills. The skill is licensed under MIT.
- Personal install: ~/.claude/skills/chro-advisor/
- Project install: .claude/skills/chro-advisor/ inside your project folder
- Claude apps: Settings → Capabilities → Skills, then upload
Trigger the skill with natural requests
You do not need a special command. The skill's description lists the situations it covers, so the agent loads it when you ask about building hiring plans, designing comp frameworks, restructuring teams, managing performance, building culture, or when you mention CHRO, HR, people strategy, talent, headcount, compensation, org design, retention or performance management.
Give context in your request. The skill's own guidance says the agent should read company-context.md first if it exists, so a short description of your company stage, headcount and budget will produce more specific answers.
- "Build a hiring plan for the next 12 months. We are 25 people and raising a Series A."
- "Set up salary bands for our engineering team. Where should we target the market?"
- "We have 4 managers over 22 ICs. Is our org structure too flat or too deep?"
- "Our regrettable attrition is rising. Help me find the pattern."
Run the included Python scripts (optional)
The skill includes two scripts. hiring_plan_modeler.py builds a headcount plan with cost projections. comp_benchmarker.py benchmarks salaries and models total compensation. The Quick Start section of SKILL.md shows how to run them from the skill folder.
Both scripts use Python 3 and the standard library only, according to the skill's requirements. The built-in results come from sample data. To get results for your own company, supply your roster or plan data in JSON.
- Requires Python 3
- No third-party packages are listed as needed
- Non-sample results need your own roster or plan data in JSON
- No API keys or accounts are required
python scripts/hiring_plan_modeler.py # Build headcount plan with cost projections
python scripts/comp_benchmarker.py # Benchmark salaries and model total compSafety notes: scripts and network access
The skill runs scripts, so read them before running them on sensitive data. It does not use the network, according to its listing. The scripts run locally against the files you provide.
The skill does not give legal advice. Its listing says it does not cite law. Decisions about termination, discrimination claims or jurisdiction-specific pay transparency rules need a qualified employment lawyer.
- Runs scripts: yes. Review scripts/ before running with real people data.
- Uses network: no, per the listing.
- Do not treat the built-in sample pay data as live market data.
Tips for better results
Ask for one decision at a time, such as a hiring plan or a band structure, and state the constraints: budget, stage, region and role. The skill's output format is Bottom Line, What, Why, How to Act and Your Decision, with each finding tagged by confidence level.
The skill is written for companies under about 50 to 300 people. Larger organisations with established HR systems will find less here that fits.
- Include your headcount, funding stage and budget ceiling in the request.
- Check the confidence tags and treat 🔴 assumed items as questions to verify.
- Replace sample pay data with your own market data before setting real salaries.
- Use the performance rating table as a starting calibration, not a rule.
What people use it for
- A founder drafting a 12-month hiring plan tied to revenue goals and budget.
- An HR or people-ops lead setting salary bands and deciding where to target the market percentile.
- A leadership team checking whether manager spans and layers fit a company under about 100 people.
- A people lead investigating rising regrettable attrition and planning retention steps.
- A student studying how compensation philosophy and equity design fit together.
Frequently asked questions
Is the chro-advisor skill free to use?
The skill is listed under the MIT licence, as stated in its SKILL.md. The source does not list prices, so check the licence terms in the download for full details.
What do I need to install and run chro-advisor?
You need an agent that supports skills, such as the Claude apps or Claude Code, and Python 3 to run the two scripts. The listing says the scripts use only the standard library and that no API keys or accounts are required.
Where do I put the chro-advisor folder?
Place it in ~/.claude/skills/ for personal use or in a project's .claude/skills/ folder. In the Claude apps, go to Settings, then Capabilities, then Skills, and upload it.
Does the skill use the internet or send my data anywhere?
The listing says the skill does not use the network. The scripts run locally, but they do run code, so review them before using sensitive data.
Can I use chro-advisor for legal questions about firing or pay transparency?
No. The skill does not cite law, and termination, discrimination claims and jurisdiction-specific pay transparency rules need a qualified employment lawyer.
Is chro-advisor a good alternative to a dedicated HR leader or HR software?
The skill gives a structured starting framework for hiring, comp and org design. It is not a replacement for an HR leader or an established HR system, and the listing says large enterprises with such systems are not the target audience.
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Our verdict
The chro-advisor skill suits founders and small leadership teams without a dedicated HR leader, HR staff wanting a structured starting framework, and students learning people strategy. It is a poor fit for legal or compliance decisions, real pay setting based only on its sample data, or large enterprises with established HR systems.
Download the skill