HR Board Actions
Explicit list of HR items requiring board attention, approval, or decision in this meeting — executive comp changes, headcount-budget changes, equity-pool top-ups, employment-policy approvals, and any items needing a board resolution. Common pitfall: burying decisions inside other narrative sections — boards consistently miss requests that are not explicitly tagged as "decision required." Best practice is to label each item as approval-required vs awareness-only and give a one-line ask. — HR KPI, I'mBoard-authored (editorial tier).
I'mBoard-authored (editorial tier)
No public third-party standard anchors this KPI yet, so I'mBoard authors and maintains the definition — transparently labeled as editorial tier. See the ontology methodology for the published vs editorial tier system and the back-attribution workstream.
Rogue ID: hr.board_actions
Type: Text
Domain: HR
Definition
Explicit list of HR items requiring board attention, approval, or decision in this meeting — executive comp changes, headcount-budget changes, equity-pool top-ups, employment-policy approvals, and any items needing a board resolution. Common pitfall: burying decisions inside other narrative sections — boards consistently miss requests that are not explicitly tagged as "decision required." Best practice is to label each item as approval-required vs awareness-only and give a one-line ask.
Why it matters
The single most under-served section on most board packs. CEOs often expect their narrative to drive a decision; boards often miss the implicit ask. An explicit "board actions" section is a low-cost forcing function for board-level decision hygiene.
How to interpret
Each item should be one of: approval-required (specific resolution wording or vote), assistance-required (intro / reference / open-door request), or awareness-only (FYI for governance log). Use hr.risk_items for the structured-table version once the board adopts that pattern.
Related KPIs
hr.risk_itemshr.approved_headcount_budgethr.talent_challengeshr.retention_initiatives
Source
I'mBoard editorial — authored and maintained by I'mBoard, first published 2026-04-01. No third-party standard is cited for this KPI; when one emerges, the definition is back-attributed and promoted to the published tier (a minor version bump). Read the ontology methodology for the published vs editorial tier system, attribution rules, and dispute process.
Stage relevance
| Company stage | Priority |
|---|---|
| Series A | Recommended |
| Series B | Recommended |
| Series C+ | Recommended |
| Public | Recommended |
Suggested for stages: Series A, Series B, Series C+, Public.
Default owning functions
- HR
Machine-readable
- This KPI as JSON:
/api/ontology/hr/board_actions.json - All HR KPIs:
/api/ontology/hr.json - Full catalog:
/api/ontology/index.json
Average Days to Fill
Mean elapsed days between requisition opening (approved and posted) and offer acceptance, averaged across requisitions filled in the period. The headline recruiting-velocity KPI commonly tracked in the SHRM Talent Acquisition Benchmarking Report. Common pitfall: choosing between time-to-fill (req-opened to offer-accepted) and time-to-hire (first-applicant to offer-accepted) without locking the convention — the two can differ by weeks. Best practice is to standardize on time-to-fill (the SHRM benchmark convention) and document any deviation. — HR KPI anchored to SHRM Talent Acquisition Benchmarking Report.
Departments
Field-array of per-department rows — department name, leader status (resolved against `hr.leader_status`), and headcount metrics with stable-count auto-calc — rendered as a drag-sortable table grouped by department. Common pitfall: department boundaries drift over time (Eng+R&D merging, GTM splitting into Sales/Marketing/CS) — when boundaries change, prior-period comparisons need an explicit reconciliation note. This KPI is structural, not numeric — no formula applies. — HR KPI, I'mBoard-authored (editorial tier).