Resources
The template library
The working library behind our engagements — processes, frameworks, and templates across the employee lifecycle. Clients get the editable versions; the index is open so you can see what exists.
Library index
Organized by lifecycle stage
Every item below is something we've built and used in practice. Templates are provided and tailored as part of an engagement rather than downloaded blind — a compensation philosophy that isn't yours doesn't help you.
| Category | Resource | Type |
|---|---|---|
| Employer Branding | Employer branding strategy & examples | Framework |
| Everyday employer branding practices | Guide | |
| Hiring & Recruiting | Job description template | Template |
| Interview guides by role family | Template set | |
| General & behavioural question bank | Template | |
| Recruiting requirements gathering | Process | |
| Interview schedule & scorecard | Template | |
| Onboarding | Employee onboarding process | Process & template |
| 30-60-90 day new hire success plan | Template | |
| Manager onboarding training | Training | |
| Performance Management | Performance review scorecard | Template |
| Performance management cycle design | Framework | |
| Performance improvement plan | Template | |
| Learning & Development | L&D program framework | Framework |
| Individual development plan | Template | |
| Mentorship program design | Framework | |
| Culture, Engagement & DEIB | Company culture framework | Framework |
| Team engagement survey | Instrument | |
| Remote work playbook | Framework | |
| Employee handbook & policy set | Policy | |
| Remote team meeting norms | Guide | |
| Compensation | Compensation philosophy | Framework |
| Salary formula & band design | Model | |
| Benefits & total rewards guide | Guide | |
| Non-monetary incentives | Guide | |
| Exits & Offboarding | Offboarding process & checklist | Process |
| Exit interview instrument | Template | |
| Termination & severance documentation | Template |
Manager enablement
The Managers' Guide series
Culture scales through managers or it doesn't scale. These are the short, specific guides we deploy so a first-time manager isn't improvising at the moments that matter most.
Purpose & expectations
What the company expects of a manager, stated plainly.
The recruiting process
A manager's role at each stage, and where they can help or harm.
One-on-ones
Cadence, structure, and the questions that surface problems early.
Performance reviews
Writing behaviour-based evaluations that hold up in calibration.
Requesting new headcount
Building a case that finance and leadership can actually assess.
Difficult conversations
Preparation, language, and follow-up for the ones people avoid.
Team output & performance
Measuring a team's work without resorting to activity metrics.
Onboarding new hires
The manager's half of the first ninety days.
Offboarding & terminations
Running an exit that is consistent, compliant, and humane.
Building team morale
Recognition and ritual that don't feel imposed.
Performance improvement plans
Using a PIP to develop someone, not to document a decision already made.
Burnout prevention
Reading the early signals and changing the load, not the person.
Measurement
The metrics we start with
There are dozens of HR metrics worth tracking eventually. These are the ones that earn their place first, because each one changes a decision.
Turnover, segmented
Voluntary and involuntary reported separately, then cut by manager, function, tenure, and performance rating. An aggregate turnover number hides the problem; the segments locate it.
First-year and first-month turnover
The most expensive and most diagnostic attrition you have. Anything above zero points at selection, onboarding, or a mismatch between the role you advertised and the role that exists.
Time to fill, offer acceptance, cost per hire
Together these tell you whether your process is slow, unattractive, or expensive — three different problems with three different fixes.
Pipeline demographics by stage
Tracked from screen through offer. Where the funnel narrows disproportionately is where your process, not your pipeline, needs work.
Promotion rate and time until promotion
Read alongside internal fill rate. If people can't see a path, they find one elsewhere — usually about six months before you notice.
HR to employee ratio and cost per FTE
The honest test of whether your people function is resourced for the organization it actually supports.
Further reading
Work we point clients to
Published work by others that informs how we think. These belong to their authors — we link rather than reproduce.
- adrienne maree brown, Emergent Strategy: Shaping Change, Changing Worlds (AK Press, 2017) — the source of the approach this practice is named for.
- AIHR — 51 HR Metrics Cheat Sheet and the HR metrics library — a solid reference for metric definitions and formulas. aihr.com
- Lattice — People Program Models — useful archetypes for sequencing goals, reviews, and engagement surveys onto one rhythm. lattice.com
- LifeLabs Learning — performance review and DEI playbooks — practical manager-skill material, particularly on behaviour-based feedback. lifelabslearning.com
- Deci & Ryan on Self-Determination Theory — the research underneath most credible thinking about why people work.
- Wharton People Analytics — on staffing validity, assessing causality, and organizational network analysis.
Want these adapted to your organization?
Tell us where you are and we'll tell you which three of these would move the needle first.