Human Resources Playbook

The PAE Human Resources Playbook is a strategic document that compiles best practices and policies. Its main purpose is to standardize key HR activities, ensuring efficiency, alignment, and consistency in decision-making around Key Performance Indicators (KPIs).

It outlines five core areas:

1. Purpose and Mission

The mission of the area is: To serve those who serve us!.

The core objectives of the playbook are to:

• Standardize processes.
• Optimize performance.
• Facilitate team alignment and training.
• Ensure agility and scalability.
• Mitigate risks.

2. Policies

Core policies ensure compliance, fairness, and professional conduct across the organization:

• Hiring & Compensation: Personnel hiring requires CEO or designee authorization. Salaries are fixed within approved ranges. Hiring spouses/relatives to work in the same or related areas is prohibited.
• Onboarding & Trial Period: All new hires receive induction. A 30-day trial period is established to assess adaptation.
• Training & Promotion: Continuous training is mandatory. Promotions require at least 1 year of tenure, approved performance, and no written warnings in the last 3 months.
• Rest & Time Off (Descanso): Employees are granted 16 annual rest days (which must be used) plus 6 holidays. The DEEL platform is the official tool for managing all requests.
• Conduct and Discipline: Defines Minor and Severe Infractions. Discipline escalates from oral warnings to a written warning, then a Continuous Improvement Plan (PMC), or immediate termination for severe faults.
• Communication: Sets a maximum 8-hour business response time for messages and mandates the use of the official Slack channel, #pae-al-dia, for unidirectional announcements.

3. Processes

Standardized procedures manage the employee lifecycle:

• General Hiring (R1): Multi-step process from the Area Manager’s request to (CEO/Owner) Authorization, candidate filtering, and final contract creation by HR.
• Onboarding (R2): Includes general induction (HR), area induction (Immediate Boss), and the 30-day trial period evaluation.
• Performance/Conduct (R5): Escalation process for underperformance, starting with an oral warning, moving to a written warning, and culminating in a Continuous Improvement Plan (PMC) before termination.

4. KPIs and Performance Tracking

The playbook defines the primary KPIs used to measure the effectiveness of HR practices:

• Employee Turnover Rate: Includes Time to Hire and Cost per Hire metrics.
• Employee Performance Rating.
• Training and Execution ROI.
• Employee Satisfaction (eNPS).
• Organizational Climate Index.

5. Roles and Responsibilities

The HR area has 2 key positions:

• Gerente de Recursos Humanos (CHRO) (L4): Designs, leads, and executes the talent management strategy (recruitment, training, compensation, labor relations).
• Asistente de Recursos Humanos (L1): Provides daily support, manages administrative processes, assists in recruitment, onboarding, and follows up on performance/compliance.