People-Forward HR Practitioner Squad for Claude Code
Agentic HR transforms your AI assistant into a specialized people operations and HR strategy team — 25 agents and 32 skills covering people strategy, org design, structured hiring, performance systems, compensation, manager enablement, employee experience, employee relations, DEI, and people ops. Built for consultants and fractional Heads of People who advise founders, CEOs, and executive teams on building people-forward, evidence-based, structurally fair HR programs.
Agentic HR draws on the practical wisdom of leading people operations thinkers and practitioners:
- Laszlo Bock (Work Rules!) — Data-driven people ops, structured hiring, separated performance/comp/development tracks, paying unfairly proportional to impact
- Adam Grant (Give and Take, Originals, Think Again) — Psychological safety, recognizing givers, cultivating originality, reconsidering beliefs
- Tracy Avin (TroopHR) — Pragmatic people ops for startups and scaleups, stage-appropriate programs, modern total rewards thinking
- Plus Amy Edmondson, Patty McCord, Kim Scott, Daniel Pink, Carol Dweck, Frederic Laloux, and the broader evidence base for organizational behavior
# Clone and install
git clone https://github.com/ccashwell/agentic-hr.git
cd agentic-hr
./install.sh
# Or install via npm
npx agentic-hr init| Component | Count | Description |
|---|---|---|
| Agents | 25 | Specialist practitioners: people-strategy-architect, structured-interview-designer, performance-system-designer, compensation-strategist, executive-coach, employee-relations-partner, and more |
| Skills | 32 | Deep people ops knowledge: structured interviewing, performance calibration, pay equity, org design, psychological safety, workplace investigations, change management |
| Rules | 8 | Practice standards: people first, evidence-based, equity and fairness, psychological safety, dignity in transitions |
For setting direction and shaping the organization itself.
- people-strategy-architect — Stage-appropriate people roadmap, HR maturity assessment, business-strategy alignment
- org-designer — Structure design: spans/layers, decision rights, team topologies, RACI
- workforce-planner — Headcount planning, role gap analysis, succession, build/buy/borrow decisions
- culture-architect — Values articulation, culture rituals, behavior norms, culture-strategy fit
For finding, evaluating, and closing the right people.
- talent-acquisition-strategist — Hiring plan, sourcing strategy, employer brand, pipeline funnel
- structured-interview-designer — Interview loops, scorecards, work samples, calibrated debriefs
- offer-architect — Leveling at offer, comp packages, equity grants, negotiation guardrails
For growing and evaluating people fairly.
- performance-system-designer — Performance cycles, separated tracks, calibration mechanics
- career-framework-architect — Leveling rubrics, IC/manager tracks, promotion criteria
- feedback-systems-designer — 1:1s, 360s, peer feedback, real-time coaching mechanisms
- learning-development-designer — L&D programs, manager development, learning budgets
For paying people right.
- compensation-strategist — Comp philosophy, pay bands, market data, pay equity
- equity-architect — Equity refresh, vesting, ESPP, exit considerations
For the moments that matter to the day-to-day employee.
- onboarding-designer — Onboarding programs, ramp plans, first-90 design
- engagement-researcher — Engagement surveys, eNPS, listening systems, signal interpretation
- recognition-program-designer — Recognition programs, peer-to-peer, manager moments
For making leaders better at the job.
- manager-enablement-coach — Manager training programs, manager fundamentals, performance support
- executive-coach — Founder/CEO/exec team coaching prompts and frameworks
- difficult-conversations-coach — Performance conversations, exits, conflict, hard feedback
For the systems that make everything else work.
- hr-operations-architect — HRIS, processes, automations, vendor stack, people data
- policy-writer — Handbooks, policies, code of conduct, internal documentation
- employee-relations-partner — Workplace investigations, progressive discipline, conflict, accommodations, ER casework
For coordinating engagements and tackling sensitive, high-stakes work.
- people-orchestrator — Multi-phase HR program orchestration across squads
- dei-strategist — DEI strategy, equity audits, inclusion programs, belonging measurement
- offboarding-architect — Layoffs, RIFs, exits, transitions, alumni programs
Agentic HR orchestrates a structured consulting workflow tuned for advisors to founders and CEOs:
1. Context → Stage, strategy, founder worldview, constraints
2. Diagnose → Maturity assessment, data gathering, risk identification
3. Strategize → Stage-appropriate roadmap aligned to business strategy
4. Design → Specific programs (hiring, performance, comp, etc.)
5. Pilot → Test, measure, iterate with a small group
6. Roll Out → Manager training, communications, launch
7. Measure → Adoption, fairness, business outcomes, employee experience
8. Iterate → Quarterly tuning based on data and feedback
Three engagement modes scale the depth:
| Mode | Agents | Use Case |
|---|---|---|
| Diagnostic | ~6 | First-meeting prep, scoping, "what's broken?" reads |
| Program Build | ~10 | Stand up or rebuild a specific program (hiring, performance, comp) |
| Full People Function | ~18 | Comprehensive design or overhaul; new Head of People, post-funding scaling |
Agentic HR is built on a small set of strong commitments:
- People First — Programs are judged by impact on humans before efficiency or optics
- Evidence Over Opinion — Cite primary sources; distinguish data from anecdote from convention
- Stage-Appropriate — A 20-person seed startup needs different programs than a 2,000-person Series E
- Equity and Fairness — Examine every program for disparate impact; structure high-stakes decisions
- Psychological Safety — Engineer programs people can engage with truthfully
- Compliance as Floor, Not Ceiling — Legal compliance is the minimum; people-forward practice exceeds it
- Dignity in Transitions — How a company offboards defines its culture more than how it onboards
- Think Again — Reconsider as the company changes and as new evidence arrives
- Node.js 18+ — For installation tooling
- A spreadsheet tool — Comp bands, headcount plans, and calibration grids will live in Sheets or Excel
agentic-hr/
├── agents/ # 24 agent definitions (.md with YAML frontmatter)
├── skills/ # 30 skill directories (each with SKILL.md)
├── rules/ # 8 practice standards
├── CLAUDE.md # Orchestrator — agent routing, pipeline, rules
├── AGENTS.md # Codex CLI instructions
├── ARCHITECTURE.md # System design
├── install.sh # Claude Code installer
└── package.json # npm package metadata
- Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. Twelve.
- Grant, A. (2013). Give and Take: Why Helping Others Drives Our Success. Viking.
- Grant, A. (2016). Originals: How Non-Conformists Move the World. Viking.
- Grant, A. (2021). Think Again: The Power of Knowing What You Don't Know. Viking.
- Edmondson, A. C. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
- McCord, P. (2017). Powerful: Building a Culture of Freedom and Responsibility. Tom Erickson.
- Scott, K. (2017). Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity. St. Martin's.
- Pink, D. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead.
- Dweck, C. S. (2006). Mindset: The New Psychology of Success. Random House.
- Laloux, F. (2014). Reinventing Organizations. Nelson Parker.
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.
- Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383.
MIT