About org-design
A methodology skill for CHRO-level organizational design, covering talent strategy, compensation, culture, and organizational health. Its reference files and decision workflow support work across these domains.
Key features
- 01Organizational structure and team topology design
- 02Talent strategy and succession planning
- 03Compensation frameworks and leveling
- 04Culture and organizational health assessment
- 05Progressive domain-specific references
Use cases
- 01Reviewing team structures and reporting lines
- 02Planning talent development and succession
- 03Creating compensation and leveling frameworks
- 04Assessing culture, engagement, and organizational health
Install
Copy the command and run it in a terminal.
npx skills add https:/After installing, type/org-designin Claude Code to confirm it loaded.
Bundled files
References and scripts installed along with SKILL.md.
README.mdevals/evals.jsonreferences/compensation-frameworks.mdculture-architecture.mddecision-workflow.mdorganizational-design.mdtalent-strategy.mdDetails
From the project READMEOrganizational Design — CHRO Methodology
CHRO-level methodology for organizational design, talent strategy, compensation, culture, and organizational health. This skill provides the frameworks and reference material for a chief human resources officer profile.
When to Load
| Trigger | What's Needed |
|---|---|
| Design organizational structure | references/organizational-design.md — team topologies, span of control, reporting structures, health metrics |
| Develop talent strategy | references/talent-strategy.md — make-vs-buy, skill taxonomies, succession planning, 9-box grid |
| Build compensation frameworks | references/compensation-frameworks.md — market benchmarking, equity design, leveling bands, variable pay |
| Define culture and values | references/culture-architecture.md — values codification, rituals, psychological safety, eNPS, DEI |
| Assess org health | references/culture-architecture.md — engagement drivers, retention indicators, DEI maturity |
| Plan succession pipeline | references/talent-strategy.md — pipeline coverage, 9-box grid, talent review cadence |
Loading Order
skill_view('org-design')
# Then domain-specific references:
skill_view('org-design', file_path='references/organizational-design.md')
skill_view('org-design', file_path='references/talent-strategy.md')
skill_view('org-design', file_path='references/compensation-frameworks.md')
skill_view('org-design', file_path='references/culture-architecture.md')
Reference Files
| Reference | Purpose |
|---|---|
references/organizational-design.md | Team topologies (stream-aligned, enabling, complicated-subsystem, platform), span of control, reporting structures (functional, matrix, stream-aligned), organizational health metrics |
references/talent-strategy.md | Make-vs-buy decision matrix, skill taxonomies, succession planning (pipeline coverage, 9-box grid), talent review cadence, retention risk indicators |
references/compensation-frameworks.md | Market benchmarking (Radford, Levels.fyi), equity instruments (ISO, NSO, RSU), grant benchmarks by level, vesting schedules, leveling bands, variable pay, comp review cadence |
references/culture-architecture.md | Values codification template, rituals cadence, psychological safety (4 stages, measurement, building), organizational health metrics (eNPS benchmarks, engagement drivers, retention indicators), DEI strategy and maturity model |
references/decision-workflow.md | Bounded topology/talent/reward/culture decisions, worked example, reusable record, and owner routing matrix |
Output Contract
The profile using this skill produces artifact pyramids. The response to any caller is the absolute path to 00-index.md. See artifact-pyramids skill for the specification.
Decision Workflow
For topology, talent, reward, or culture choices, load references/decision-workflow.md. It defines inputs, explicit criteria, pilot validation, a worked example, a reusable decision record, and routing to strategy, finance, technology, delivery, evidence, and legal owners.
Related Skills
artifact-pyramids— output contractimplementation-planning— team-level work breakdownproduct-strategy— CPO methodology (complementary for org design around product teams)