About this skill

Problem

In role workload reviews, the gap is often not missing time logs, but unclear business meaning. A monthly task table can show hours spent on each subtask, but it does not explain whether the task supports an OKR, whether it is repeatable admin work, and where process loss hides. It also makes it hard to compare the JD, KPI targets, and actual time allocation, especially when team averages hide individual differences.

How It Works

The skill applies a Mercer workload analysis framework. It reads Excel or CSV time data, maps subtasks to role-specific W modules, and labels each task as high, medium, or low value. The modules are generated from the role's OKRs, KPIs, and business context rather than using a fixed template.

It then runs an A/B/C/D workload layering: core delivery time, enabling time, optimizable process loss, and necessary organizational cost. With a JD, it checks for overbroad responsibilities, hidden work, and hollow strategic actions. With OKRs and KPIs, it compares strategic direction, appraisal weight, and actual time distribution to propose KPI weight adjustments. With individual data, it generates employee dashboards, Burnout risk cards, and load-balancing recommendations. Reports are written to deliverables/hr-operations/ in MD and HTML.

Limits

Best for role design, workload structure, JD revision, KPI alignment, and workload risk review. Market salary benchmarking must use real user-provided sources; the skill should not invent competitor or market numbers. Without employee-level data, it should not produce individual burnout diagnoses. Budget impacts are listed as possible items, not fixed amounts.

Screenshots

Use Cases

Review a role's monthly subtask time table to see whether hours support core business or sit in low-value admin work.
Use the role JD, KPIs, and OKRs to flag overbroad duties, hidden work, and draft revision directions for the position.
With employee-level time data, identify which individuals are high-load, which task types drive burnout risk, and what load-reduction actions to recommend before QBR review.
Compare OKR direction, KPI anchors, and actual time distribution to propose KPI weight adjustments for the role and team when strategy changes.

Best For

HRBP: turn role time tables into JD diagnostics, KPI alignment, and workload risk reviews.
Business owners: check whether actual time distribution matches OKRs and core business goals.
OD/process leads: identify low-value tasks, process loss, and support functions that can move to other teams.
Managers: screen individual workload and burnout risk using employee-level time data.