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The first HR hire at a growing company inherits a blank canvas — and the pressure to build everything at once while the business keeps moving. This bundle gives them the foundation: the most important documents from every category of the suite, selected for the specific priorities of an HR function being built from the ground up.
Twenty documents covering the essentials across every stage of the employment lifecycle: Code of Conduct and five foundational policies (Confidentiality & NDA, Acceptable Use, Data Protection, Health & Safety, Equal Opportunities), core hiring documents (JD Guide, Interview Question Bank, Scorecards, Offer Communications), the onboarding essentials (30-60-90 Day Plan, HR Onboarding Plan), the performance management core (Performance Management Template, Annual Review Template, PIP Guidelines), the employee relations foundations (Grievance Procedure, Disciplinary Procedure), the HR Compliance Guide for all jurisdictions, and a single jurisdiction-appropriate employee handbook.
Also includes the HR KPI Dashboard — an Excel dashboard tracking 14 monthly metrics with automated YTD summary cards, so the new HR function can start measuring and reporting from day one. The combination of documentation infrastructure and measurement capability gives a first HR hire the foundation to be credible, compliant, and commercially impactful from the start.
What's included
– Code of Conduct + 5 core policies
– JD Competency Based Guide
– Interview Question Bank
– Interview Scorecards (SE, Product, Sales)
– Offer & Candidate Communications
– 30-60-90 Day Onboarding Plan
– HR Onboarding Plan
– Performance Management Template
– Annual Performance Review Template
– PIP Guidelines & Template
– Grievance Procedure Guide
– Disciplinary Procedure Guide
– HR Compliance Guide — All Jurisdictions
– Employee Handbook (US)
– HR KPI Dashboard (Excel)
– 20 documents total
FAQs
Q Who is the HR from Zero bundle designed for?
It is designed for two closely related buyers. The first is a founder or operator who has reached the point where they know their HR infrastructure is behind where it needs to be — often prompted by a new hire asking about a policy that does not exist, an investor asking about HR documentation at due diligence, or a headcount milestone (typically around ten to fifteen people) where informal people management is no longer sustainable. The second is a first HR hire who has joined an organisation with little or no existing HR infrastructure and needs to build it quickly across multiple areas without starting from scratch on every document.
Q What does 'from zero' mean in terms of what is and is not included?
HR from Zero covers the most critical document from every category of the suite — the essentials that any HR function needs to have in place before adding more specialised resources. It does not include every document in every category (that is the Complete Suite), but it includes the ones that matter most in the first phase of building: six core policies, the key hiring documents, the essential onboarding framework, the core performance management tools, the foundational ER procedures, the compliance guide covering all jurisdictions, one jurisdiction-appropriate employee handbook, and the HR KPI Dashboard to start measuring from day one. It is a curated starting point, not a comprehensive library.
Q How is this different from the Complete Suite?
The HR from Zero bundle is a curated selection of twenty essential documents and one dashboard — the most important document from each area of the suite, selected for a business that is building its HR function for the first time. The Complete Suite is the full library — 65+ documents and 6 dashboards across every category. HR from Zero costs $229; the Complete Suite costs $549 and saves 65% versus individual prices. If you know you need comprehensive coverage across all areas and you have the budget, the Complete Suite is the better purchase. If you need to build quickly with the most important documents first and expand over time, HR from Zero is the right starting point.
Q Does this bundle include the policies I need or do I need to buy those separately?
The bundle includes the six Startup Policy Foundation policies (Code of Conduct, Confidentiality & NDA, Acceptable Use, Data Protection, Health & Safety, and Equal Opportunities). These cover the baseline legal obligations and commercial protections. The Ethics & Governance Kit policies (Anti-Bribery, Conflicts of Interest, Whistleblowing, Social Media, Inventions, AI Usage) and the People & Wellbeing Kit policies (Mental Health, Parental Leave, Remote Working, Expenses, Share Option, Pay Transparency) are not included — they can be added individually or as kits as the business grows, or you can upgrade to the Complete Suite for the full policy library alongside everything else.
The first HR hire at a growing company inherits a blank canvas — and the pressure to build everything at once while the business keeps moving. This bundle gives them the foundation: the most important documents from every category of the suite, selected for the specific priorities of an HR function being built from the ground up.
Twenty documents covering the essentials across every stage of the employment lifecycle: Code of Conduct and five foundational policies (Confidentiality & NDA, Acceptable Use, Data Protection, Health & Safety, Equal Opportunities), core hiring documents (JD Guide, Interview Question Bank, Scorecards, Offer Communications), the onboarding essentials (30-60-90 Day Plan, HR Onboarding Plan), the performance management core (Performance Management Template, Annual Review Template, PIP Guidelines), the employee relations foundations (Grievance Procedure, Disciplinary Procedure), the HR Compliance Guide for all jurisdictions, and a single jurisdiction-appropriate employee handbook.
Also includes the HR KPI Dashboard — an Excel dashboard tracking 14 monthly metrics with automated YTD summary cards, so the new HR function can start measuring and reporting from day one. The combination of documentation infrastructure and measurement capability gives a first HR hire the foundation to be credible, compliant, and commercially impactful from the start.
What's included
– Code of Conduct + 5 core policies
– JD Competency Based Guide
– Interview Question Bank
– Interview Scorecards (SE, Product, Sales)
– Offer & Candidate Communications
– 30-60-90 Day Onboarding Plan
– HR Onboarding Plan
– Performance Management Template
– Annual Performance Review Template
– PIP Guidelines & Template
– Grievance Procedure Guide
– Disciplinary Procedure Guide
– HR Compliance Guide — All Jurisdictions
– Employee Handbook (UK)
– HR KPI Dashboard (Excel)
– 20 documents total
FAQs
Q Who is the HR from Zero bundle designed for?
It is designed for two closely related buyers. The first is a founder or operator who has reached the point where they know their HR infrastructure is behind where it needs to be — often prompted by a new hire asking about a policy that does not exist, an investor asking about HR documentation at due diligence, or a headcount milestone (typically around ten to fifteen people) where informal people management is no longer sustainable. The second is a first HR hire who has joined an organisation with little or no existing HR infrastructure and needs to build it quickly across multiple areas without starting from scratch on every document.
Q What does 'from zero' mean in terms of what is and is not included?
HR from Zero covers the most critical document from every category of the suite — the essentials that any HR function needs to have in place before adding more specialised resources. It does not include every document in every category (that is the Complete Suite), but it includes the ones that matter most in the first phase of building: six core policies, the key hiring documents, the essential onboarding framework, the core performance management tools, the foundational ER procedures, the compliance guide covering all jurisdictions, one jurisdiction-appropriate employee handbook, and the HR KPI Dashboard to start measuring from day one. It is a curated starting point, not a comprehensive library.
Q How is this different from the Complete Suite?
The HR from Zero bundle is a curated selection of twenty essential documents and one dashboard — the most important document from each area of the suite, selected for a business that is building its HR function for the first time. The Complete Suite is the full library — 65+ documents and 6 dashboards across every category. HR from Zero costs $229; the Complete Suite costs $549 and saves 65% versus individual prices. If you know you need comprehensive coverage across all areas and you have the budget, the Complete Suite is the better purchase. If you need to build quickly with the most important documents first and expand over time, HR from Zero is the right starting point.
Q Does this bundle include the policies I need or do I need to buy those separately?
The bundle includes the six Startup Policy Foundation policies (Code of Conduct, Confidentiality & NDA, Acceptable Use, Data Protection, Health & Safety, and Equal Opportunities). These cover the baseline legal obligations and commercial protections. The Ethics & Governance Kit policies (Anti-Bribery, Conflicts of Interest, Whistleblowing, Social Media, Inventions, AI Usage) and the People & Wellbeing Kit policies (Mental Health, Parental Leave, Remote Working, Expenses, Share Option, Pay Transparency) are not included — they can be added individually or as kits as the business grows, or you can upgrade to the Complete Suite for the full policy library alongside everything else.
People managers carry more HR responsibility than most organizations formally acknowledge. They set the culture of their team, conduct performance reviews, have the difficult conversations, manage underperformance, support wellbeing, and develop their direct reports — often with limited training and minimal support. This bundle gives them everything they need.
Ten documents selected for the specific challenges that people managers face: the Complete Manager's Guide (the definitive 11-part reference covering the full arc of people leadership), the Performance Management Template (OKR framework and structured check-ins), the Annual Performance Review Template (competency ratings and calibration guidance), the Performance Review Biases Guide (15+ rating biases and how to avoid them), the Career Progression Guide (level definitions and progression criteria for development conversations), the Professional Competency Bank (50+ competencies for performance and development discussions), the Team Health Check Template (quarterly diagnostic covering five team health dimensions), the Mental Health & Wellbeing Policy (manager responsibilities and how to support team members who are struggling), the Recognition & Retention Framework (stay conversations and non-financial recognition design), and the 4Ls Retrospective (for team reviews and program evaluations).
Whether used as a development resource for individual managers, a management cohort program, or as pre-reading before a management training session, this bundle is the most practical manager development investment available at this price point.
What's included
– Complete Manager's Guide (11 parts)
– Performance Management Template
– Annual Performance Review Template
– Performance Review Biases Guide
– Career Progression Guide
– Professional Competency Bank (50+ competencies)
– Team Health Check Template
– Mental Health & Wellbeing Policy
– Recognition & Retention Framework
– 4Ls Retrospective
– 10 documents total
FAQs
Q How is this different from the Manager Toolkit?
The Manager Toolkit contains five documents focused specifically on people leadership — the manager guides, the remote leadership guide, and the team health check. The Manager Essentials Bundle is broader and contains ten documents: the Manager Toolkit content plus the performance management system (Performance Management Template, Annual Review Template, PIP Guidelines), the career and competency tools (Career Progression Guide, Professional Competency Bank), and two additional documents that support a manager's responsibility for their team's wellbeing and retention (Mental Health & Wellbeing Policy and Recognition & Retention Framework). The Manager Essentials Bundle is the more comprehensive resource for managers who carry significant people leadership responsibility across the full performance cycle.
Q Is this bundle designed to be given to managers directly or used by HR teams?
Both. HR teams typically use this bundle to equip their management population — distributing it to newly promoted managers, running structured reading programmes, and using the Team Health Check Template as a recurring diagnostic tool. Individual managers who want to develop their own capability and have the tools to do their job well also buy this bundle directly. The Complete Manager's Guide and the performance templates in particular are most useful as live reference documents — tools that a manager returns to when facing a specific situation, not just reads once.
Q What does the Recognition & Retention Framework add that the other documents do not cover?
The performance management documents cover how to assess and develop performance. The Recognition & Retention Framework covers how to retain the people whose performance you want to keep — through stay conversations, proactive flight risk identification, non-financial recognition design, and the attrition metrics that give early warning of retention problems. Retention is ultimately a manager's responsibility, and most managers receive no training on how to proactively retain people. This framework fills that gap.
Q Can this bundle be used for a manager development programme?
Yes — it is well-suited to a structured manager development programme. A typical approach: distribute the First-Time Manager Playbook on promotion day, then run a monthly or bimonthly reading and discussion programme through the Complete Manager's Guide over the first six months, using the Team Health Check Template as a quarterly reflective diagnostic and the Performance Management Template to structure actual people management activity. The Mental Health Policy and Recognition Framework can be the basis of focused sessions on wellbeing and engagement. The bundle provides the content infrastructure for a full-year management development curriculum.
Scaling past Series A brings a specific set of HR challenges: investors expect to see compensation structure and pay equity; enterprise customers ask about governance policies; employees start asking about equity and career progression; and the employment law complexity of a multi-jurisdiction team becomes harder to manage informally. This kit addresses all of it.
Fifteen documents selected for the specific priorities of a scaling business: the Workforce Planning Framework (headcount analysis and demand forecasting), the Compensation Framework & Pay Banding Guide (salary bands, benchmarking, and pay equity audit), the Pay Transparency Policy (multi-jurisdiction salary disclosure and the EU Directive compliance framework), the Whistleblowing & Protected Disclosure Policy (legally required for Irish employers with 50+ staff under the Protected Disclosures Act 2022), the Anti-Bribery & Corruption Policy (UK Bribery Act adequate procedures), the Conflicts of Interest Policy, the Share Option & Equity Policy (explaining vesting, cliff, and tax across UK EMI, IE KEEP, US ISO/NSO, and AU ESS), the DEI Audit & Action Plan, the L&D Strategy & IDP Template, and the Redundancy & RIF Guide (for the restructuring conversations that come with scale).
Also includes two Excel analytics dashboards: the Headcount Planning Dashboard (current state, open roles, and department-level view) and the Diversity Metrics Dashboard (gender composition, level representation, and promotion equity). Together these give a scaling business the strategic frameworks and measurement tools that investors, enterprise customers, and a more sophisticated workforce expect to see.
What's included
– Workforce Planning Framework
– Compensation Framework & Pay Banding Guide
– Pay Transparency Policy
– Whistleblowing & Protected Disclosure Policy
– Anti-Bribery & Corruption Policy
– Conflicts of Interest Policy
– Share Option & Equity Policy
– DEI Audit & Action Plan
– L&D Strategy & IDP Template
– Redundancy & RIF Guide
– Headcount Planning Dashboard (Excel)
– Diversity Metrics Dashboard (Excel)
– 10 documents + 2 dashboards
FAQs
Q What makes this kit specifically relevant to a Series A or post-Series A business?
Series A brings a specific set of new requirements that the HR from Zero stage does not address. Investors want to see a compensation structure with demonstrable pay equity, not just salaries set by negotiation. Enterprise customers want to see anti-bribery and conflicts of interest policies, particularly if they are in regulated industries. Employees at this stage start asking about equity, career progression, and DEI commitments in a more structured way. The organization is large enough to trigger the Irish Protected Disclosures Act obligation for a formal whistleblowing channel. And the headcount growth from Series A typically involves restructuring as well as hiring — which is why the Redundancy & RIF Guide is included. The Scale-Up Kit addresses the specific documentation gaps that Series A tends to expose.
Q Why is the Whistleblowing Policy included in a scale-up bundle?
The Protected Disclosures (Amendment) Act 2022 requires Irish employers with 50 or more employees to have formal internal reporting channels and a documented whistleblowing policy. Many Series A companies cross the 50-employee threshold during the post-funding growth period and may not be aware that this obligation has been triggered. Including the Whistleblowing & Protected Disclosure Policy in the Scale-Up Kit ensures that it is in place as part of the post-funding infrastructure build rather than discovered later as a compliance gap. For UK, US, and Australian businesses, equivalent regulatory requirements apply in relevant sectors — these are also addressed in the policy.
Q Does this kit prepare us for investor due diligence on people?
Yes — it addresses the most common gaps that HR due diligence identifies at Series A. The typical investor HR due diligence checklist includes: employment contracts and offer letters (not covered here — those should be reviewed with counsel), a complete policy library (the kit includes the governance and commercial policies most commonly flagged), a compensation framework with demonstrable structure and equity (Compensation Framework & Pay Banding Guide), headcount plan connected to the use of funds (Headcount Planning Dashboard), diversity data and commitments (DEI Audit & Action Plan and Diversity Metrics Dashboard), employee equity documentation (Share Option & Equity Policy), and pay transparency readiness (Pay Transparency Policy). Between this kit and the Employee Relations Kit, the majority of a standard HR due diligence checklist is covered.
Q How do the two analytics dashboards in this kit support investor reporting?
The Headcount Planning Dashboard gives investors and the board a live view of current headcount by department, approved open roles by priority, and total planned headcount — the data they need to assess whether the hiring plan is realistic and properly resourced. The Diversity Metrics Dashboard gives them the representation data that ESG-conscious investors increasingly ask for at Series A and beyond — gender composition, level representation, and promotion equity. Both dashboards are formatted for presentation and can be used to produce a clean board-ready data extract without reformatting.
The first HR hire at a growing company inherits a blank canvas — and the pressure to build everything at once while the business keeps moving. This bundle gives them the foundation: the most important documents from every category of the suite, selected for the specific priorities of an HR function being built from the ground up.
Twenty documents covering the essentials across every stage of the employment lifecycle: Code of Conduct and five foundational policies (Confidentiality & NDA, Acceptable Use, Data Protection, Health & Safety, Equal Opportunities), core hiring documents (JD Guide, Interview Question Bank, Scorecards, Offer Communications), the onboarding essentials (30-60-90 Day Plan, HR Onboarding Plan), the performance management core (Performance Management Template, Annual Review Template, PIP Guidelines), the employee relations foundations (Grievance Procedure, Disciplinary Procedure), the HR Compliance Guide for all jurisdictions, and a single jurisdiction-appropriate employee handbook.
Also includes the HR KPI Dashboard — an Excel dashboard tracking 14 monthly metrics with automated YTD summary cards, so the new HR function can start measuring and reporting from day one. The combination of documentation infrastructure and measurement capability gives a first HR hire the foundation to be credible, compliant, and commercially impactful from the start.
What's included
– Code of Conduct + 5 core policies
– JD Competency Based Guide
– Interview Question Bank
– Interview Scorecards (SE, Product, Sales)
– Offer & Candidate Communications
– 30-60-90 Day Onboarding Plan
– HR Onboarding Plan
– Performance Management Template
– Annual Performance Review Template
– PIP Guidelines & Template
– Grievance Procedure Guide
– Disciplinary Procedure Guide
– HR Compliance Guide — All Jurisdictions
– Employee Handbook (Canada)
– HR KPI Dashboard (Excel)
– 20 documents total
FAQs
Q Who is the HR from Zero bundle designed for?
It is designed for two closely related buyers. The first is a founder or operator who has reached the point where they know their HR infrastructure is behind where it needs to be — often prompted by a new hire asking about a policy that does not exist, an investor asking about HR documentation at due diligence, or a headcount milestone (typically around ten to fifteen people) where informal people management is no longer sustainable. The second is a first HR hire who has joined an organisation with little or no existing HR infrastructure and needs to build it quickly across multiple areas without starting from scratch on every document.
Q What does 'from zero' mean in terms of what is and is not included?
HR from Zero covers the most critical document from every category of the suite — the essentials that any HR function needs to have in place before adding more specialised resources. It does not include every document in every category (that is the Complete Suite), but it includes the ones that matter most in the first phase of building: six core policies, the key hiring documents, the essential onboarding framework, the core performance management tools, the foundational ER procedures, the compliance guide covering all jurisdictions, one jurisdiction-appropriate employee handbook, and the HR KPI Dashboard to start measuring from day one. It is a curated starting point, not a comprehensive library.
Q How is this different from the Complete Suite?
The HR from Zero bundle is a curated selection of twenty essential documents and one dashboard — the most important document from each area of the suite, selected for a business that is building its HR function for the first time. The Complete Suite is the full library — 65+ documents and 6 dashboards across every category. HR from Zero costs $229; the Complete Suite costs $549 and saves 65% versus individual prices. If you know you need comprehensive coverage across all areas and you have the budget, the Complete Suite is the better purchase. If you need to build quickly with the most important documents first and expand over time, HR from Zero is the right starting point.
Q Does this bundle include the policies I need or do I need to buy those separately?
The bundle includes the six Startup Policy Foundation policies (Code of Conduct, Confidentiality & NDA, Acceptable Use, Data Protection, Health & Safety, and Equal Opportunities). These cover the baseline legal obligations and commercial protections. The Ethics & Governance Kit policies (Anti-Bribery, Conflicts of Interest, Whistleblowing, Social Media, Inventions, AI Usage) and the People & Wellbeing Kit policies (Mental Health, Parental Leave, Remote Working, Expenses, Share Option, Pay Transparency) are not included — they can be added individually or as kits as the business grows, or you can upgrade to the Complete Suite for the full policy library alongside everything else.
Building an employment policy library from scratch is one of the most time-consuming parts of building a people function. This bundle does it in one purchase — giving any growing business a complete, professionally designed policy suite covering every area of employment policy they need.
Nineteen documents covering the complete policy landscape: the Startup Policy Foundation (Code of Conduct, Confidentiality & NDA, Acceptable Use, Data Protection, Health & Safety, Equal Opportunities), the Ethics & Governance Kit (Anti-Bribery, Conflicts of Interest, Whistleblowing, Social Media, Inventions & IP, AI Usage), and the People & Wellbeing Kit (Mental Health, Parental Leave & Flexible Working, Remote & Hybrid Working, Expenses, Share Option & Equity, Pay Transparency).
Every policy is written in plain language, professionally designed in a consistent format, and includes inline guidance on the specific legislative requirements across Ireland, the UK, the United States, Canada, and Australia. The AI Usage Policy addresses the EU AI Act (in force August 2024) and the Pay Transparency Policy addresses the EU Pay Transparency Directive (transposition June 2026) — making this the most legally current HR policy library available at this price point.
Buying the three policy kits separately would cost $237. The Full Policy Library saves $57.
What's included
– Code of Conduct
– Confidentiality Policy & NDA
– Acceptable Use Policy
– Data Protection Policy
– Health & Safety Policy
– Equal Opportunities Policy
– Anti-Bribery & Corruption Policy
– Conflicts of Interest Policy
– Whistleblowing & Protected Disclosure Policy
– Social Media Policy
– Inventions Policy & Date of Invention Record
– AI Usage Policy
– Mental Health & Wellbeing Policy
– Parental Leave & Flexible Working Policy
– Remote & Hybrid Working Policy
– Expenses & Reimbursement Policy
– Share Option & Equity Policy
– Pay Transparency Policy
– 18 documents total
FAQs
Q What is the saving compared to buying the three policy kits separately?
Buying the Startup Policy Foundation ($79), the Ethics & Governance Kit ($79), and the People & Wellbeing Kit ($79) separately costs $237. The Full Policy Library at $179 saves $57 — a 24% saving. Compared to buying all nineteen documents individually at their standard prices, the saving is significantly larger. The Full Policy Library is the right choice for any business that knows it needs a complete policy suite rather than just one or two policies, and for any business that is building its HR infrastructure comprehensively rather than incrementally.
Q Is the Full Policy Library enough on its own or do I also need other documents from the suite?
The Full Policy Library gives you the complete policy layer of your HR infrastructure. Policies set the rules and standards; the rest of the suite provides the processes and frameworks for operating within them. For example, the Disciplinary Procedure Guide (in the Employee Relations Kit) governs what happens when the Code of Conduct is breached; the HR Investigation Guide governs how allegations under the Whistleblowing Policy are investigated; the Compensation Framework governs how the salary bands referenced in the Pay Transparency Policy are constructed. The policies are the foundation; the processes build on top of them. Most growing businesses need both.
Q Are all nineteen policies written in a consistent style and format?
Yes. Every policy in the library uses the same design template, the same heading structure, the same inline jurisdiction flag format, and the same plain-language writing style. They are explicitly designed to form a cohesive library — not a collection of documents from different sources adapted to look similar. This matters practically: when an employee reads the Data Protection Policy and the Mental Health Policy and the AI Usage Policy, they read the same voice, the same level of detail, and the same kind of practical guidance throughout.
Q How often do these policies need to be reviewed and updated?
Employment law changes regularly across all five jurisdictions, so policies should be reviewed at least annually. The most time-sensitive documents in this library are the AI Usage Policy (EU AI Act obligations phasing in through 2025 and 2026), the Pay Transparency Policy (EU Directive transposition by June 2026, plus evolving US state laws), the Data Protection Policy (enforcement activity increasing across GDPR, UK GDPR, and state-level US privacy laws), and the Whistleblowing Policy (Irish employers with 50+ staff should already have formal reporting channels in place under the 2022 Act). People Stack Now reviews its documents when significant legislative changes occur. Purchasers are encouraged to check for updated versions annually.
The policies in this kit are the ones that employees actually read. They cover the terms and conditions of working life that people care about most — their mental health support, their parental leave entitlements, their working arrangements, their expenses, their equity, and their pay. Getting these right is not just a compliance exercise; it is a direct signal of the kind of employer you are.
Six documents: the Mental Health & Wellbeing Policy (covering EAP access, manager responsibilities, absence management, reasonable adjustments, and the right to disconnect — with disability protection flags across all five jurisdictions), the Parental Leave & Flexible Working Policy (full entitlement tables for maternity, paternity, adoption, and shared parental leave across IE, UK, US, CA, and AU, plus the statutory right to request flexible working by jurisdiction), the Remote & Hybrid Working Policy (working model, equipment responsibilities, home working safety, expenses and allowances, and working-from-another-country risks), the Expenses & Reimbursement Policy (aligned to Revenue, HMRC, IRS, CRA, and ATO rates with tax treatment guidance), the Share Option & Equity Policy (explaining vesting, cliff, good/bad leaver treatment, and tax implications under UK EMI, IE KEEP, US ISO/NSO, and AU ESS), and the Pay Transparency Policy (covering salary range disclosure, pay discussion rights, gender pay gap reporting, and a five-jurisdiction statutory requirements appendix — compliant with the EU Pay Transparency Directive by June 2026).
These six policies are the documentation that makes a growing business a place people want to work — and want to stay.
What's included
– Mental Health & Wellbeing Policy
– Parental Leave & Flexible Working Policy
– Remote & Hybrid Working Policy
– Expenses & Reimbursement Policy
– Share Option & Equity Policy
– Pay Transparency Policy
– 6 documents total
FAQs
Q Are these the policies that employees actually read?
Yes — these six policies cover the employment terms and working conditions that employees care about most: their mental health support, their parental leave entitlements, their working arrangements, their expenses, their equity, and their pay. The Startup Policy Foundation covers the legal and conduct baseline that employees need to know exists. This kit covers the policies that employees actively seek out when considering whether to join, stay, or trust an employer. Getting these right — and making them accessible — is one of the most direct signals an employer can send about the kind of company it is trying to build.
Q What statutory parental leave entitlements does the policy cover?
The Parental Leave & Flexible Working Policy includes full entitlement tables for all five jurisdictions covering: maternity leave (Ireland: 26 weeks ordinary plus 16 additional; UK: up to 52 weeks, 39 with SMP; US: 12 weeks FMLA for qualifying employees; Canada: 15 weeks EI maternity benefit plus parental leave; Australia: up to 12 months unpaid plus government Paid Parental Leave Pay up to 20 weeks increasing to 26 by 2026), paternity and parental leave, adoption leave, and shared parental leave arrangements. The policy also covers the statutory right to request flexible working by jurisdiction, which varies significantly between Ireland, the UK, and Australia.
Q What does the Pay Transparency Policy require us to do?
The Pay Transparency Policy sets out the Company's obligations and commitments across five dimensions: disclosing salary ranges in job postings (now legally required in Colorado, California, New York, Washington, Illinois, and growing in other US states, and required across the EU from June 2026 under the Pay Transparency Directive), giving employees the right to request information about their pay relative to colleagues in comparable roles, prohibiting pay secrecy clauses (now banned in Australia under the Fair Work Act 2022 and legally restricted in most US states), conducting pay equity audits at defined intervals, and reporting gender pay gap data where legally required. The policy includes a five-jurisdiction statutory requirements appendix and two manager conversation scripts for pay discussions.
Q Does the Remote Working Policy address working from another country?
Yes — with an explicit warning. Working from a different country creates unexpected tax obligations (potential permanent establishment risk for the company), employment law jurisdiction questions (which country's law governs the employment relationship), immigration compliance requirements (the employee may need a work visa even if the work is remote), and social security implications. The policy includes a clear prohibition on working from a different country for more than a defined period without prior approval from HR, and explains that not all international remote working arrangements are legally or practically feasible. This provision protects both the employee and the company from inadvertent non-compliance.
Governance policies are the documentation that serious businesses have in place before they need them — not the policies they scramble to create when an investor asks at due diligence or a regulator comes knocking. This kit gives growing businesses the six governance-critical policies that signal organisational maturity and protect against the most serious operational and legal risks.
Six documents: the Anti-Bribery & Corruption Policy (UK Bribery Act s.7 compliant, with gifts and hospitality traffic-light table and gifts register requirement — applicable to any business with UK commercial activity regardless of where it is incorporated), the Conflicts of Interest Policy (covering all six conflict categories with disclosure process, severity framework, and annual declaration form), the Whistleblowing & Protected Disclosure Policy (compliant with the Irish Protected Disclosures Act 2014/2022, UK PIDA, US Dodd-Frank, and AU legislation), the Social Media Policy (covering Company and personal accounts with NLRA Section 7 protection guidance for US employees), the Inventions Policy & Date of Invention Record System (the IP protection infrastructure that technology companies depend on), and the AI Usage Policy (covering the EU AI Act, GDPR, HIPAA, traffic-light use tables, and the AI tool register).
Each policy is written for a business operating across multiple jurisdictions, with inline guidance on the specific legislative requirements that apply in each.
What's included
– Anti-Bribery & Corruption Policy
– Conflicts of Interest Policy
– Whistleblowing & Protected Disclosure Policy
– Social Media Policy
– Inventions Policy & Date of Invention Record
– AI Usage Policy
– 6 documents total
FAQs
Q Does the UK Bribery Act apply to companies that are not based in the UK?
Yes — and this is the most commonly misunderstood aspect of the Act. Section 7 of the UK Bribery Act 2010 creates a corporate offence for failure to prevent bribery, which applies to any company that carries on business or any part of its business in the United Kingdom — regardless of where the company is incorporated or where the bribery occurred. An Irish company with UK customers, a US company with UK employees, or any business that attends UK trade events or signs UK contracts falls within scope. The only complete defence is having adequate anti-bribery procedures in place. The Anti-Bribery & Corruption Policy in this kit constitutes those procedures.
Q Is the Whistleblowing Policy legally required?
In Ireland, yes — for organisations with 50 or more employees. The Protected Disclosures (Amendment) Act 2022, which transposes the EU Whistleblower Directive 2019/1937, requires organisations above that threshold to establish formal internal reporting channels and a written policy covering them. This is a legal requirement that came into effect in 2023, not a best practice recommendation. For organisations with fewer than 50 employees in Ireland, it is still strongly recommended. In the UK, while not universally mandated, the Financial Conduct Authority and other regulators require regulated firms to have documented whistleblowing procedures. In the US, Dodd-Frank, SOX, and the False Claims Act each impose whistleblower-related requirements on relevant businesses.
Q What is the Inventions Policy and does my company need it?
The Inventions Policy establishes that the Company owns inventions made by employees using Company resources, within the scope of their duties, or relating to the Company's business. It also establishes the date-of-invention record system required to preserve and enforce patent rights by competent evidence. Any technology company — software, health tech, medical device, or otherwise — that may want to patent its inventions needs this policy and the accompanying record system in place from early in its development. Patent rights that cannot be established by competent evidence because the record-keeping infrastructure did not exist at the time of invention are patent rights lost.
Q Why is the AI Usage Policy included in a governance kit rather than an IT or acceptable use bundle?
AI governance is fundamentally an ethics and accountability question, not just an IT security question. The EU AI Act — which entered into force in August 2024 — classifies AI systems used for recruitment, performance monitoring, and employee evaluation as high-risk under Annex III, imposing conformity assessment, transparency, and human oversight obligations. The AI Usage Policy covers not just which tools employees may use and how, but the governance framework for approving AI tools, the accountability principles for AI-generated outputs, and the employment law compliance obligations that arise when AI is used in HR decisions. These are governance questions that belong alongside anti-bribery, conflicts of interest, and whistleblowing — not alongside device security.
Most startups reach 10, 15, or 20 people before anyone has written down the rules. This bundle gives growing businesses the six core policies that form the foundation of any compliant, credible employment environment — policies that investors expect to see at due diligence, that enterprise customers increasingly require as a contracting condition, and that employees deserve to have.
Six documents: the Code of Conduct (eight principles with scenario cards, Do/Don't tables, and an annual acknowledgement form), the Confidentiality Policy & NDA (integrated 12-clause NDA with multi-jurisdiction trade secret guidance), the Acceptable Use Policy (covering systems, devices, BYOD, monitoring obligations, and AI tools), the Data Protection Policy (GDPR, UK GDPR, CCPA, PIPEDA, and Australian Privacy Act compliant, with breach response framework), the Health & Safety Policy (covering employer and employee duties, home working obligations, and jurisdiction-specific reporting), and the Equal Opportunities & Anti-Discrimination Policy (covering protected characteristics across all five jurisdictions).
Every policy is written in plain language, professionally designed, and includes inline guidance on the specific legislative requirements in each jurisdiction. Start with this bundle and add the Ethics & Governance Kit and People & Wellbeing Kit as the business grows.
What's included
– Code of Conduct
– Confidentiality Policy & NDA
– Acceptable Use Policy
– Data Protection Policy
– Health & Safety Policy
– Equal Opportunities Policy
– 6 documents total
FAQs
Q Which six policies are in the Startup Policy Foundation and why these six?
The six policies are: Code of Conduct, Confidentiality Policy & NDA, Acceptable Use Policy, Data Protection Policy, Health & Safety Policy, and Equal Opportunities & Anti-Discrimination Policy. These are the six that every employer needs in place before they need any others — they cover the baseline legal obligations (data protection, health and safety, equal opportunities), the commercial protections (confidentiality and IP), the operational infrastructure (acceptable use of systems and devices), and the cultural foundation (conduct standards). Investors, enterprise customers, and employment regulators all expect to see these in place. They are the foundation that every other policy builds on.
Q At what stage should a startup have these policies in place?
Before your tenth employee, ideally before your fifth. The practical reality is that most startups reach their first ten people through a period of intense focus on product and commercial growth, and HR documentation gets deferred. The risk that creates is real: a data breach without a data protection policy, a conduct incident without a code of conduct, or a health and safety issue without a safety statement each creates significant legal exposure. The Startup Policy Foundation is priced and structured so that the cost and effort of getting these in place is minimal relative to the risk of not having them.
Q Do I need a lawyer to implement these policies?
Not to put them in place initially. The policies are professionally drafted with inline jurisdiction guidance, so a founder or HR lead can implement them without specialist legal input. However, if you are in a regulated industry (health, finance, education), if you operate in multiple jurisdictions simultaneously, or if you have reason to believe an existing practice may not be compliant, a review by employment counsel in the applicable jurisdiction is recommended before relying on the policies in a formal setting. The policies provide the documented framework; counsel provides the jurisdiction-specific assurance.
Q Is this bundle the right starting point if I also need policies like remote working and parental leave?
The Startup Policy Foundation covers the six core policies that every employer needs first. The People & Wellbeing Kit covers the next layer — Mental Health, Parental Leave & Flexible Working, Remote & Hybrid Working, Expenses, Share Option & Equity, and Pay Transparency. The Ethics & Governance Kit covers the governance layer — Anti-Bribery, Conflicts of Interest, Whistleblowing, Social Media, Inventions & IP, and AI Usage. The three kits are designed to be purchased together or over time as the business grows. The Full Policy Library bundles all nineteen policies in one purchase at a saving of $57 versus the three kits separately.
People strategy is where HR moves from operational to commercial. This kit gives HR leaders, Chief People Officers, and senior founders the strategic frameworks and measurement tools needed to build a people function that contributes directly to business outcomes.
Ten documents covering the full people strategy landscape: the Workforce Planning Framework (headcount analysis, demand forecasting, and the build vs buy vs borrow decision), the Compensation Framework & Pay Banding Guide (philosophy, salary bands, benchmarking, and pay equity audit), the DEI Audit & Action Plan (baseline analysis, representation gaps, and time-bound action planning), the Employee Engagement Survey (30-question annual survey, 10-question pulse check, and results communication template), the L&D Strategy & IDP Template (skills gap analysis, learning modality selection, and individual development planning), the Recognition & Retention Framework (stay conversations, flight risk identification, and attrition metrics), and the Employee Offboarding Guide.
Also includes three Excel analytics dashboards: the HR KPI Dashboard (14 monthly metrics and YTD summary), the Headcount Planning Dashboard (current state, open roles, and departmental view), and the Diversity Metrics Dashboard (gender composition, level representation, and promotion equity). Together these give any people leader the strategy frameworks and the data infrastructure to put them into action.
What's included
– Workforce Planning Framework
– Compensation Framework & Pay Banding Guide
– DEI Audit & Action Plan
– Employee Engagement Survey
– L&D Strategy & IDP Template
– Recognition & Retention Framework
– Employee Offboarding Guide
– Pay Transparency Policy
– HR KPI Dashboard (Excel)
– Headcount Planning Dashboard (Excel)
– Diversity Metrics Dashboard (Excel)
– 8 documents + 3 dashboards
FAQs
Q Who is this kit designed for — a Head of HR, a CPO, or a founder?
All three, depending on the stage of the business. At Series A and early Series B, a founder or first HR hire building the strategic people function for the first time will use the majority of these documents directly. At later stages, a Head of HR or CPO will use them as the frameworks that underpin board reporting, investor conversations, and people strategy presentations. The three analytics dashboards (HR KPI, Headcount Planning, Diversity Metrics) are particularly useful for board-level reporting because they turn people data into the kind of structured metrics that investors and non-executives expect to see.
Q How does the Compensation Framework connect to the Pay Transparency Policy?
The Compensation Framework builds the infrastructure — the salary bands, benchmarking methodology, and pay equity audit process. The Pay Transparency Policy governs how that infrastructure is communicated — to candidates in job postings, to employees when they ask, and through the mandatory disclosure processes required by the EU Pay Transparency Directive (which must be transposed by June 2026) and the equivalent legislation in US states, Canada, and Australia. The two documents are designed to be implemented together: you build the bands, then you communicate them through the policy framework.
Q Is the DEI Audit & Action Plan suitable for a business without existing diversity data?
Yes. The template is designed to work with the data you have, not the data you wish you had. If disclosure rates for characteristics like ethnicity or disability are low, the audit identifies that as a gap and includes guidance on how to improve disclosure through voluntary, anonymized data collection. The Diversity Metrics Dashboard provides the ongoing infrastructure for collecting and tracking this data from the point of implementation forward. Starting the audit without complete data is better than not starting at all — the gap itself is useful information.
Q Can the Workforce Planning Framework be used for board presentations?
Yes — it is specifically designed to produce the outputs that boards and investors expect from a people function: a structured view of current headcount by department and function, a demand-driven hiring plan connected to business milestones, scenario modelling for different growth trajectories, and the people cost picture that Finance needs for the P&L model. Many HR leaders use this framework as the backbone of their quarterly board people update. The Headcount Planning Dashboard (included in the kit) provides the live data that populates the framework.
Employee relations situations are the moments when HR infrastructure is tested most seriously. This kit gives HR professionals and business leaders the documentation, process frameworks, and legal grounding needed to handle every formal ER situation with consistency, fairness, and legal defensibility.
Five documents covering the full employee relations spectrum: the Grievance Procedure Guide (five-stage process with letter templates and companion right guidance across all five jurisdictions), the Disciplinary Procedure Guide (ACAS Code and WRC Code compliant, covering investigation through to dismissal and appeal), the HR Investigation Guide (eleven-part framework with three complete interview templates, evidence assessment, and report writing guidance), the Performance Improvement Plan Guidelines & Template (with SMART goal framework, check-in log, and outcome decisions), and the Redundancy & Reduction in Force Guide (with collective consultation thresholds, statutory pay tables, and selection criteria guidance across IE, UK, US, CA, and AU).
Every document includes inline jurisdiction flags covering the specific legislation, timelines, and procedural requirements for Ireland, the UK, the United States, Canada, and Australia. Suitable for HR professionals handling their first formal ER matter and experienced practitioners looking for a reliable reference framework.
What's included
– Grievance Procedure Guide
– Disciplinary Procedure Guide
– HR Investigation Guide
– PIP Guidelines & Template
– Redundancy & RIF Guide
– 5 documents total
FAQs
Q Is this kit suitable for HR professionals handling their first formal ER matter?
Yes — it is designed for exactly that situation. Each of the five documents includes a clear process framework with step-by-step guidance, letter templates, conversation scripts, and the specific legal and procedural points that must be followed correctly. The HR Investigation Guide in particular is structured as a complete how-to reference, covering investigation initiation, planning, evidence gathering, interview conduct, report writing, and outcomes — with enough detail that someone running their first investigation can follow it confidently.
Q Do all five documents cover the same five jurisdictions?
Yes. All five documents include inline jurisdiction flags for Ireland, the UK, the US, Canada, and Australia. The coverage is deepest for Ireland and the UK (where the procedural requirements are most codified through the WRC Code and ACAS Code respectively), but all five jurisdictions are addressed for companion rights, standard of proof, statutory requirements, data retention, and the specific legislation that governs each process. Australia is explicitly covered throughout — including recent updates to the Fair Work Act 2009 provisions on genuine redundancy and the NES.
Q What is the standard of proof for a disciplinary or grievance outcome?
All five ER documents apply the civil standard of proof — balance of probabilities — which means a finding is made where the evidence establishes that the alleged conduct or facts are more likely than not to be true. This is significantly lower than the criminal standard (beyond reasonable doubt) and means that conclusive or forensic evidence is not required. In US employment law, the equivalent framing is 'reasonable belief' — the employer had an honest, good-faith belief in its findings based on a thorough and reasonably conducted investigation. The documents address this explicitly because standard of proof is one of the most commonly misunderstood aspects of ER process.
Q What happens if the situation I am dealing with does not fit neatly into one procedure?
Complex ER situations frequently overlap — for example, a grievance that also discloses potential gross misconduct, or a redundancy situation that coincides with a protected disclosure. Each of the five documents includes a special circumstances section addressing the most common overlapping scenarios and explaining how the processes interact. Where the situation genuinely falls outside the documented frameworks, the kit should be supplemented with advice from employment counsel in the applicable jurisdiction.
Q Does this kit include letter templates for every stage of each process?
Yes. The Grievance Procedure Guide includes three letter templates (acknowledgement, upheld outcome, not upheld outcome). The Disciplinary Procedure Guide includes templates for every stage from the investigation letter through to the dismissal letter and appeal outcome. The HR Investigation Guide includes three interview templates (complainant, respondent, witness) and a report template. The Redundancy Guide includes at-risk and confirmation letter templates. The PIP Template is itself a complete fillable document. In total the kit includes more than fifteen ready-to-adapt templates.
Most managers are never formally trained to manage. This toolkit gives every manager in your organization — whether brand new to people leadership or an experienced leader joining a new team — a complete, practical reference for every aspect of their role.
Five documents covering the full range of people management challenges: the Complete Manager's Guide (11 parts covering the IC-to-manager transition, 1:1 mastery, performance conversations, difficult conversations, managing underperformance, developing direct reports, and strategic leadership), the First-Time Manager Playbook (focused on the identity shift and the first 90 days), the New Manager Guide (for taking on a new team with a structured listening-tour approach), the Remote Team Leadership Guide (specific habits and practices for distributed team management), and the Team Health Check Template (a quarterly diagnostic covering clarity, collaboration, performance, psychological safety, and wellbeing).
Whether used as a manager development program, pre-reading before a management training session, or as an always-available reference resource, this toolkit is the most practical manager development investment available at this price point.
What's included
– Complete Manager's Guide (11 parts)
– First-Time Manager Playbook
– New Manager Guide
– Remote Team Leadership Guide
– Team Health Check Template
– 5 documents total
FAQs
Q Who is this toolkit for — first-time managers or experienced ones?
Both, but in different ways. The First-Time Manager Playbook and New Manager Guide are focused on transitions — from individual contributor to manager, and from no team to a new team. The Complete Manager's Guide is a comprehensive 11-part reference that serves experienced managers as a long-term resource as well as giving new managers a complete foundation. The Remote Team Leadership Guide and Team Health Check Template are immediately applicable for any manager leading in a distributed or hybrid environment. The toolkit is structured so that a brand-new manager can read it sequentially and an experienced manager can use specific sections as reference when needed.
Q Does the Complete Manager's Guide replace the other four documents or does it duplicate them?
The Complete Manager's Guide is the most comprehensive document in the suite and incorporates the content of the First-Time Manager Playbook and New Manager Guide as two of its eleven parts — so there is some overlap, deliberately included so that each document can stand alone. The Remote Team Leadership Guide and Team Health Check Template are additional to the Complete Manager's Guide and cover their topics in more depth than the Guide alone. Buying the full toolkit gives you both the comprehensive single reference and the focused standalone guides for specific situations.
Q Can this toolkit be used as the basis for a manager development program?
Yes — many HR teams use it exactly this way. The typical approach is to distribute the First-Time Manager Playbook to all newly promoted managers on or before their first day, then run a structured reading program through the Complete Manager's Guide over the first three months, supplemented with coaching or group discussion sessions. The Team Health Check Template provides a recurring quarterly diagnostic that can be used as a reflective practice tool throughout the program. The toolkit provides the content; the HR team or an external coach provides the facilitation.
Q What does the Team Health Check Template measure and how often should it be used?
The template measures five dimensions of team health: clarity (goals, roles, and expectations), collaboration (how the team works together), performance (delivery and quality), psychological safety (speaking up, trust, and inclusion), and wellbeing (workload, energy, and support). It is designed to be run quarterly as a structured diagnostic — both as a team survey instrument and as a manager self-assessment, enabling comparison between how the manager perceives team health and how the team experiences it. The gaps between those two perspectives are often the most valuable insight the exercise produces.
Annual performance reviews alone do not drive performance. This kit gives HR teams and managers the complete infrastructure for a continuous performance management system that actually changes behaviour — moving from the once-a-year conversation to a regular cycle of goals, feedback, and development.
Nine documents covering the full performance lifecycle: the Performance Management Template (OKR framework, structured check-ins, mid-year and year-end process), the Annual Performance Review Template with competency ratings and calibration guidance, the Performance Review Biases Guide covering 15+ rating biases, PIP Guidelines & Template with multi-jurisdiction flags, the Career Progression Guide with level definitions and progression criteria, the Professional Competency Bank (50+ competencies at four seniority levels), the 4Ls Retrospective for onboarding and project reviews, and the L&D Strategy & IDP Template for individual development planning.
Also includes the Training Effectiveness Dashboard — an Excel file tracking completion rates, pre and post assessment scores, participant ratings, and cost per participant across every training programme. Together these documents give any growing team a performance management system built for the pace of a real business.
What's included
– Performance Management Template
– Annual Performance Review Template
– Performance Review Biases Guide
– PIP Guidelines & Template
– Career Progression Guide
– Professional Competency Bank (50+ competencies)
– 4Ls Retrospective
– L&D Strategy & IDP Template
– Training Effectiveness Dashboard (Excel)
– 9 documents total
FAQs
Q Is this kit suitable for a business that has no formal performance management process yet?
Yes — it is specifically designed for that situation. The Performance Management Template includes the OKR goal-setting framework, the quarterly check-in structure, and the year-end calibration process, with guidance on how to introduce each element and in what sequence. Most businesses start with the check-in structure and goal-setting, then introduce the formal annual review and calibration once managers are comfortable with the cadence. The kit gives you the complete system so you can implement it at your own pace.
Q What is the Professional Competency Bank and why is it included?
The Professional Competency Bank is a library of 50+ professional competencies — each with a plain-language definition and four level descriptors (early career, mid-level, senior, leadership). It is the connective tissue of the performance management system: the same competencies are used in interview scorecards, performance reviews, career progression conversations, and development planning. Without a competency bank, each of these processes uses different language and different criteria, which produces inconsistency. With it, there is a single shared framework from hiring through to advancement.
Q When should a PIP be used and is that what the template is for?
A Performance Improvement Plan should be used when an employee is not meeting the required standard and informal coaching and feedback have not produced the required improvement. It should never be the first response to a performance concern — it follows a documented history of informal intervention. The PIP Guidelines & Template in this kit covers both the guidelines (when to use it, how to conduct the process fairly, the legal guardrails across all five jurisdictions) and the fillable template (goals, support commitments, check-in log, and outcome decisions). The kit also includes the Performance Review Biases Guide for managers, which helps prevent the kind of inconsistent rating that makes PIP decisions harder to defend.
Q Does this kit include anything for employee development, not just assessment?
Yes — two documents specifically. The Career Progression Guide defines what each level looks like and what distinguishes one level from the next, giving managers and employees a shared language for career conversations. The L&D Strategy & Individual Development Plan template provides both the organisational framework for planning training investment and the individual development planning tool for every performance review. The Training Effectiveness Dashboard (Excel) then tracks whether the development investment is working — completion rates, assessment score improvement, participant ratings, and cost per head.
Most hiring processes are held together by instinct and improvisation. This kit gives growing businesses and HR teams the complete documented infrastructure for a professional, consistent, bias-reduced hiring and onboarding process — from writing the job description through to the new hire's first 90 days.
Ten documents covering every stage: the competency-based JD guide, a 200+ question interview bank across 17 competency categories, six role-specific interview scorecards (Software Engineer, Product Manager, Sales, Engineering Manager, Operations/Clinical Ops, Customer Success), interview guidance and bias reduction guides, a structured debrief guide, eight candidate communication templates covering the full offer-to-start sequence, and both the 30-60-90 Day Plan and the HR-side onboarding checklist.
Also includes the Recruiting Metrics Dashboard — an Excel dashboard tracking the full hiring funnel from applications through to hires, with source effectiveness and monthly trend reporting. Together these documents give any growing team a hiring process that is structured, legally defensible, and genuinely capable of finding and retaining the best people.
What's included
– JD Competency Based Guide
– Interview Question Bank (200+ questions)
– Interview Guidance Companion
– Interview Biases Guide
– Interview Debrief Guide
– Interview Scorecards — SE, Product, Sales
– Interview Scorecards — EM, Ops, CS
– Offer & Candidate Communications (8 templates)
– 30-60-90 Day Onboarding Plan
– HR Onboarding Plan
– Recruiting Metrics Dashboard (Excel)
– 11 documents total
FAQs
Q What does 'Kit+' mean?
The '+' indicates that this bundle includes a relevant analytics dashboard alongside the core documents — in this case, the Recruiting Metrics Dashboard (Excel). This distinguishes it from a basic document bundle and reflects the added capability the dashboard provides: tracking the hiring process in numbers (funnel conversion, time to fill, source effectiveness, offer acceptance rate) as well as running it through the documented process. The Kit+ format applies to Hiring & Onboarding, Performance Management, and People Strategy bundles.
Q Does this kit give me everything I need to run a professional hiring process?
Yes — from the first job description through to the new hire's first 90 days. The kit covers every stage: writing the job description (competency-based JD guide), building the interview process (question bank, scorecards for six role types, guidance companion, biases guide, debrief guide), managing the offer and pre-start sequence (eight candidate communication templates), and structuring the first 90 days (30-60-90 Day Plan and HR Onboarding Plan). The Recruiting Metrics Dashboard then gives you the data to measure how well the process is working and where to improve it.
Q I only need to hire for one specific role — do I still need the full kit?
If you need to hire for one role right now, the relevant individual documents (a scorecard set, the question bank, and the offer templates) may be sufficient. If you are building a repeatable hiring process — one you will use for multiple roles over time — the kit is the more efficient purchase because every stage of the process is covered and the documents are designed to work together. The saving versus buying the eleven documents and dashboard individually is approximately $95.
Q Do the scorecards cover the roles I am hiring for?
The kit includes six role-specific scorecards across two sets: Software Engineer, Product Manager, and Sales (first set), and Engineering Manager, Operations/Clinical Ops, and Customer Success (second set). These cover the most common hiring scenarios for tech and health tech companies. All scorecards are fully editable, so they can be adapted for roles not explicitly covered — the structure, scoring scale, and evidence documentation approach works for any function.
Q How does the HR Onboarding Plan differ from the 30-60-90 Day Plan?
The 30-60-90 Day Plan is the new hire's roadmap — it gives the employee their structured milestones, learning objectives, and check-in points for the first 90 days. The HR Onboarding Plan is the HR and manager-side operational checklist — covering what needs to happen before the start date (IT setup, contract, system access), on day one (logistics, introductions, documentation), through the first week, and at the 30, 60, and 90-day review points. Both documents are included in the kit and are designed to run in parallel.
If your business needs professional HR infrastructure built quickly and comprehensively, the Complete Suite is the single purchase that delivers it. More than 65 professionally designed documents and 6 Excel analytics dashboards, covering every stage of the employment lifecycle from hiring through to offboarding — with multi-jurisdiction guidance throughout.
Hiring and onboarding: job descriptions, interview question bank, scorecards, guidance, offer communications, and 30-60-90 day plans. Performance management: OKR templates, annual reviews, PIP guidelines, career progression, and the Professional Competency Bank. People leadership: Complete Manager's Guide, first-time manager playbook, remote team leadership, and team health tools. Employee relations: grievance, disciplinary, investigation, and redundancy guides. People strategy: workforce planning, compensation framework, DEI audit, engagement survey, L&D strategy, retention framework, and offboarding.
A complete policy library of 18 policies including AI Usage, Pay Transparency, Data Protection, Whistleblowing, Anti-Bribery, Confidentiality & NDA, and all core employment policies. Four jurisdiction-specific employee handbooks. Both AI Prompt volumes. All six HR analytics dashboards. Multi-jurisdiction coverage throughout for Ireland, the UK, the United States, Canada, and Australia.
Buying individually would cost $1,550. The Complete Suite saves 65%.
What's included
– All 10 Hiring & Onboarding documents
– All 7 Performance Management documents
– All 5 People Leadership documents
– All 4 Employee Relations guides
– All 7 People Strategy frameworks
– All 18 Policies + Code of Conduct
– 4 Employee Handbooks
– HR Compliance Guide — All Jurisdictions
– HR Compliance Guides — US & Canada
– Both HR AI Prompt volumes
– All 6 HR Analytics Dashboards
– 65+ documents total
FAQs
Q What is included in the Complete Suite and how is it organized?
The Complete Suite contains every document and dashboard in the People Stack Now library — 65+ Word documents and 6 Excel analytics dashboards, organized across nine categories: Hiring & Onboarding, Performance Management, People Leadership, Employee Relations, People Strategy, Policies, Compliance & Handbooks, HR AI Tools, and HR Analytics Dashboards. Every document is included. There is no separate version with additional content — the Complete Suite is the complete library.
Q Who is the Complete Suite designed for?
It is designed for three types of buyer. Founders and operators who need to build or rebuild their HR infrastructure comprehensively and do not want to piece together documents one by one. First HR hires and HR leads who are inheriting a blank canvas and need a professional foundation across every area of people operations. And businesses preparing for a fundraise, due diligence, or enterprise customer onboarding where comprehensive, documented HR infrastructure is expected. If you need more than three or four documents, the Complete Suite is almost always the better purchase.
Q How much does it save compared to buying documents individually?
Buying all 65+ documents and 6 dashboards individually at their standard prices would cost $1,550. The Complete Suite at $549 saves $1,001 — a 65% saving. This makes the Complete Suite the obvious choice for anyone who needs documents from more than one or two categories, which is the majority of buyers. The saving is displayed on the bundle page to make this calculation visible rather than leaving it to the buyer to work out.
Q Are the documents ready to use immediately after purchase?
Yes. Every document is delivered as a fully editable Word (.docx) or Excel (.xlsx) file, available for instant download. The Word documents open in Microsoft Word or Google Docs; the Excel dashboards open in Microsoft Excel or Google Sheets. Many documents include sample data or worked examples so you can see the structure before entering your own content. No account setup, no integration, and no waiting.
Q Does the suite cover all five jurisdictions for every document?
Multi-jurisdiction coverage is included throughout the suite — but the depth varies by document type. Policies and procedural guides (grievance, disciplinary, data protection, parental leave, and so on) include inline jurisdiction flags for Ireland, the UK, the US, Canada, and Australia, covering the specific legislation and requirements in each. Operational templates (scorecards, OKR frameworks, survey instruments) are not jurisdiction-specific by nature and work globally. The four employee handbooks are each written for a specific jurisdiction. The HR Compliance Guides cover the legal landscape in detail for all jurisdictions, for the US specifically, and for Canada specifically.
Tracking HR metrics across disconnected spreadsheets costs time and produces inconsistent data. The HR Analytics Kit gives HR teams a complete, pre-built measurement infrastructure — six Excel dashboards covering the metrics that matter most, with formulas already built, sample data included, and a consistent design throughout.
The HR KPI Dashboard tracks 14 monthly metrics with automated YTD summary cards and a headcount trend chart. The Turnover Analysis Template combines a leaver log with an automated exit reason breakdown and turnover rate calculations. The Headcount Planning Dashboard connects current headcount, open roles, and hiring plan in a single view. The Diversity Metrics Dashboard tracks workforce composition by gender, level, and promotion equity — with a GDPR data protection notice included. The Recruiting Metrics Dashboard covers the full hiring funnel with source effectiveness and monthly trend reporting. The Training Effectiveness Dashboard tracks completion rates, pre and post assessment scores, participant ratings, and cost per head.
Every dashboard is delivered as a fully editable Excel file with pre-built formulas, sample data to illustrate the structure, and instant download access. No setup required.
What's included
– HR KPI Dashboard (14 metrics)
– Turnover Analysis Template
– Headcount Planning Dashboard
– Diversity Metrics Dashboard
– Recruiting Metrics Dashboard
– Training Effectiveness Dashboard
FAQs
Q Do I need to know Excel to use these dashboards?
Intermediate Excel skills are sufficient — you need to be comfortable entering data into cells and navigating between sheets, but you do not need to know how to write formulas. All formulas are pre-built. The dashboards are designed to work by entering your data in the clearly labelled input sheets; the calculations, summaries, and charts update automatically. Sample data is included in every dashboard so you can see how each one works before entering your own figures.
Q What HR metrics do the six dashboards cover between them?
The six dashboards cover: monthly headcount, new hires, leavers, open roles, days to fill, offer acceptance rate, eNPS, and absenteeism (HR KPI Dashboard); leaver exit reasons, voluntary vs involuntary turnover rates, and regrettable attrition (Turnover Analysis); current headcount by department and open role tracking by priority (Headcount Planning); workforce composition by gender, level representation, promotion equity, and disability disclosure (Diversity Metrics); application-to-hire funnel conversion, source effectiveness, and cost per hire (Recruiting Metrics); training completion rates, pre and post assessment scores, participant ratings, and cost per head (Training Effectiveness). Together they cover the full range of people metrics that HR teams and boards typically require.
Q Can I use these dashboards alongside the Word documents in the suite?
Yes — several dashboards are specifically designed to connect to the Word documents. The Turnover Analysis Dashboard connects to the Employee Offboarding Guide (both address exit data). The Training Effectiveness Dashboard connects to the L&D Strategy & IDP Template. The Diversity Metrics Dashboard connects to the DEI Audit & Action Plan. The Headcount Planning Dashboard connects to the Workforce Planning Framework. Buying the Complete Suite gives you both the documentation infrastructure and the measurement infrastructure as a unified system.
Q What is the difference between buying the HR Analytics Kit and buying dashboards individually?
Buying all six dashboards individually at $25 each costs $150. The HR Analytics Kit at $99 saves $51 — a 34% saving. The dashboards are also designed as a cohesive set using a consistent format, colour scheme, and data structure, so they work better as a complete measurement system than as individual tools. If you only need one specific dashboard, individual purchase makes sense; if you need three or more, the kit is the more efficient purchase.
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