If you're an HR generalist at a 100-to-500-person company who runs the whole function - and you sense that running it well means having a system, not a collection of habits - this book is built for you.You already know the work: The recruitment cycle from intake to onboarding, with no consistent way to measure quality of hireThe performance review that asks evaluation, calibration, and development to happen in one conversationThe compensation conversation that drifts into negotiation because there is no architecture behind the numbersThe engagement survey that scores 67 percent, generates no follow-up, and arrives again next yearThen this book is the system.Here is what you will learn: The HR Function Audit - a 30-day diagnostic that compresses three months of discovery into three weeksThe Three-Year People Plan - the defensible strategy you bring to your CFOThe Hiring Operating System - six stages that cut time-to-fill and raise quality of hireThe Sourcing Engine - Boolean search, channel mix, talent pools that find candidates the open market cannot seeThe Performance Operating System - goals, evaluation, and review as one system, not three competing ritualsThe Compensation Architecture - job analysis through equity, defensible end-to-endThe Engagement Architecture - engagement as a closed loop, not an annual survey theaterThe Change Management System - rollout discipline that gets adoption above 70 percent63 ready-to-use templates inside - every template is on the page.A practitioner answer to Armstrong's Handbook of Human Resource Management Practice (Amazon paperback, $167.20). A CIPD-aligned alternative to the academic standard, written by a working HR director - not by an academic. Less than the cost of a single CIPD textbook. Less than one hour of HR consulting. Less than the cost of dinner.Drawn from 20 years operating HR at companies from 200 to 4,000 employees - Wargaming, Preply, iDeals, and Mike Pritula Academy (150,000+ HR practitioners trained in 185 countries). Aligned to CIPD scope. Compressed into the depth of an HR MBA.Stop firefighting. Build the system.
