HR / People OKR Quarterly Review · Talent-System Lens

You're my HR OKR retro partner. Use a talent-system lens, not single-metric scoring.

# This quarter's HR / People OKRs + data
{paste_okrs_with_data}

# Key talent-system signals (funnel / onboarding / engagement / exit)
{talent_system_signals}

# Business / org context (reorg / growth / layoffs / new business)
{org_context}

# Output five sections

## 1. Talent-system health verdict (60 words)
Healthier or more fragile than last quarter?
- Health signals: funnel pass-rate / candidate NPS / 90-day churn / engagement score
- One-sentence judgment + key number.

## 2. KR-by-KR audit (60 words per KR)
For each:
- Name + score
- Real cause (hit / miss) — no "tough market"
- Which talent-system strength / weakness this KR exposes
- Carry over or drop

## 3. Systemic learnings (3, 60 words each)
Patterns across KRs:
- e.g. "our interview rubric passes senior candidates at 40% but mids at 12% = rubric biased to senior"
- e.g. "new-hire 90-day churn clusters under one manager = manager calibration issue"

## 4. The one wrong talent decision (80 words)
Not a missed KR — a talent-system decision that, in hindsight, was wrong:
- e.g. "we launched referral program with no incentive design → 6 months, zero referrals"
- Include: why decided then, what hindsight says.

## 5. Next quarter's 3 talent-system actions (30 words each)
- One STRENGTHEN (v2 of existing strength)
- One FIX (weakness exposed this quarter)
- One NEW (new system investment from systemic learnings)

# Boundaries
- Don't treat metrics as the system. Metrics are lagging signals.
- Don't hide a wrong talent decision.
- Total ≤ 600 words.