org-design
Skill172 starsChanged 4 months agoMITView on GitHub
Design organizational topology, talent, rewards, culture, and health decisions with explicit decision rights and validation. Do not use for legal advice, project delivery planning, financial modeling, or technology implementation.
3 other projects use a version of this.
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- anotb/management-consulting-plugintheir own version, first seen Nov 1, 2026
- RefoundAI/lenny-skillstheir own version, first seen Jul 15, 2026
- CAPP-Financials/Consulting_Braintheir own version, first seen Apr 24, 2026
Other versions3 projects use a version of this.
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- RefoundAI/lenny-skills★ 1.3ksame name
- anotb/management-consulting-plugin★ 62same name
- CAPP-Financials/Consulting_Brain★ 0same name
How matches are found. Word for word: the exact same text. Edited: shares passages with this file (“99% same” means 99% of its five-word phrases also appear here; 10% or more counts). Their own version: similar meaning, or, weakest, the same name. We can’t tell which project had it first. Projects are counted among the 200 most-starred candidates, and mentions are links to the repository we found, up to 50 per site, so both counts are a floor.
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Organizational 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)
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