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).
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.departments
Type: Text
Domain: HR
Definition
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.
Why it matters
Shows the org map at a glance — where capacity is allocated, which departments are short-staffed, where leader-vacancies are concentrated. Boards use this to validate the strategy-vs-investment alignment ("we say we are product-led but R&D is 20% of headcount").
How to interpret
Read with hr.leader_status alongside — a department with strong leader and on-plan headcount tells a very different story from one with interim/vacant leader and growing headcount. Material department-shape changes should be called out in hr.talent_highlights or hr.talent_challenges narrative.
Related KPIs
hr.leader_statushr.total_headcounthr.key_hireshr.key_openingshr.executive_commentary
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 | Core |
| Series B | Core |
| Series C+ | Core |
| Public | Core |
Suggested for stages: Series A, Series B, Series C+, Public.
Default owning functions
- HR
Machine-readable
- This KPI as JSON:
/api/ontology/hr/departments.json - All HR KPIs:
/api/ontology/hr.json - Full catalog:
/api/ontology/index.json
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).
HR Executive Commentary
Stacked commentary editor with per-section icon and live word count, hosting the four canonical HR narrative slots (talent highlights, talent challenges, hiring plan, retention initiatives) under a single base path — each section persists under `<basePath>.<sectionKey>`. The composite container for the narrative side of the HR scorecard, paired with `hr.departments` and `hr.risk_items` for the structured side. Common pitfall: writing each section in isolation — strong commentary cross-references the numbers ("voluntary turnover up 4 points QoQ, here is what we are doing"). — HR KPI, I'mBoard-authored (editorial tier).