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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.
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.
