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

1. Identify whether the request is about hiring, policy, compensation, development, data, or payroll.
2. For new hire requests, start with recruiter; for onboarding, route to hr-manager.
3. For compensation changes, involve both compensation-analyst (benchmarking) and payroll-specialist (execution).
4. For ambiguous people requests, default to hr-manager.