People Operations & Tech HR Curriculum

Design onboarding plans where engineers ship production code in their first week with dedicated buddies.

Define dual career progression tracks (Individual Contributor vs Management) from Junior to Principal.

Align quarterly Objectives and Key Results (OKRs) with constructive performance evaluations.

Design an engineering and product leveling ladder spanning Junior, Mid, Senior, and Staff levels with competencies.

Calculate 25th, 50th, and 75th percentile salary bands using Pave, Radford, and local market datasets.

Model option pools, 4-year vesting schedules with 1-year cliffs, exercise windows, and tax implications.

Manage international remote work laws, contractor vs employee classification, and platforms (Deel, Remote).

Build a spreadsheet and policy guide calculating base pay, cost-of-living adjustments, and ESOP equity grants.

Track employee net promoter scores, voluntary turnover rates, and time-to-hire velocity.

Implement async work guidelines, documentation-first culture, and sustainable workload balancing.

Diagnose tenure drop-offs and conduct proactive stay interviews with mission-critical team members.

Set up an employee engagement audit with pulse survey questions, sentiment analysis, and action plans.

Author a living company culture document covering remote policy, benefits, conduct, and growth.

Handle performance improvement plans (PIPs), dignified exits, and workplace dispute mediation.

Deliver a full operational People Playbook including onboarding workflows, leveling guides, and compensation models.