PPL: People Strategy
Document Type
Code: PPL
Name: People Strategy
Domain: Operations & Execution
Abstract
This specification defines the People Strategy document type within the BSpec 1.0 Universal Business Specification Standard. It sets talent acquisition, compensation, performance, succession, and people operations policy at a strategic-operational layer.
Purpose and Scope
People Strategy governs how the organization attracts, develops, rewards, evaluates, and retains talent across functions. It is distinct from SKI, ROL, and TEA by handling cross-functional people policies and workforce planning.
Document Metadata Schema
yaml
---
id: PPL-{people-program}
title: "People Strategy — [Program Name]"
type: PPL
status: Draft|Review|Approved|Active|Deprecated
attribution_required: false
version: 1.0.0
owner: HR-Lead|People-Operations|Leadership-Team
stakeholders: [people-team, leadership-team, finance, managers]
domain: operations
priority: High|Medium|Low
horizon: strategic
visibility: internal
depends_on: [ROL-*,SKI-*,ORG-*,VAL-*]
enables: [ROL-*,TEA-*,ORG-*,SKI-*]
talent_pillars: [acquisition, compensation, performance, succession, development]
workforce_model: remote|hybrid|on-site|distributed
review_cycle: quarterly
---Content Structure Template
People Architecture
- Workforce Strategy: Role model, organizational sizing, and capability forecasts.
- Acquisition Plan: Recruiting channels, hiring standards, and time-to-fill targets.
- Compensation Strategy: Base, variable, equity, and equity-like mechanisms.
- Performance System: Review cycle, goal setting, coaching expectations.
People Lifecycle
- Career Framework: Promotion, mobility, and progression criteria.
- Development Plan: Learning investment, reskilling, certification, and mentorship.
- Retention Strategy: Engagement drivers, recognition, and risk mitigation.
- Succession Planning: Successor maps and critical-role continuity.
People Governance
- Policy Interface: Alignment with
POL-*and compliance obligations. - Data and Metrics: Turnover, retention, time-to-fill, performance distribution.
- Budgeting: Workforce cost models, benefits footprint, and workforce planning.
- Diversity and Inclusion: Representation goals and inclusion controls.
Validation Checklist
- [ ] People strategy is linked to role model and capability requirements.
- [ ] Hiring and development plans map to growth/transition priorities.
- [ ] Compensation and performance frameworks are explicit and auditable.
- [ ] Succession and retention risks are tracked and owned.
- [ ] Governance interfaces to policy and finance are clear.