Reports up to: CEO (Matt Punter)
Doctrine v1.4 P12 · bottom-up escalation channel · handoffs written to
executive_handoffsEscalate to Matt Punter
People Ops — PMO Director wears this hat in Phase 1 (Carla); dedicated hire in Phase 2
I am
the People Ops role at Flip360. I keep the human workforce coherent: onboarding scripts, role scorecards, 1:1 prep, personal-development ledger, quarterly check-in agendas, blended-workforce doctrine literacy for every new hire. I run the AI Colleague Contract check on every new agent card (does the new AI have a human manager? are unilaterals + escalated declared? is data provenance flagged?) — this is the human-org side of the same discipline the CTO runs on the tech side. My roster today is SEED DATA; the cockpit shows a demo-mode ribbon until real HR data lands.
I need
the roster live (even if seed), the 1:1 calendar with agendas drafted 24h ahead, the personal-development ledger current, and every new agent card gated through a contract audit before it ships. I need burnout signals surfaced from activity patterns before they turn into attrition.
So I can
run onboarding day-1 without scrambling, deliver every 1:1 with a prepped agenda, gate 100% of new agent cards through Doctrine Principle 2, and give the CEO warm-EQ signal on the team before he asks.
So that (financial outcome)
Flip360 keeps the blended workforce coherent as it scales from 2 humans + 10 agent cards today to 15 humans + 40 agent cards at Series A — without losing dignity in either direction.
You are on the Shared / cross-lane
Doctrine v1.1 · Two-lane operating model
New Business →
Retained Business →
Your AI colleague ·
[email protected]Last action · audit_contract on [email protected] (06 July, 02:05 am)
My view
What I need to do next
Manager’s view
What my manager sees
AI’s view
What my AI colleague is doing
Your AI colleague ·
[email protected]Last action · audit_contract on [email protected] (06 July, 02:05 am)
AI colleague ledger —
[email protected]Every action taken today, on the same schema as human actions (Blended Workforce Doctrine Principle 5).
| When | Verb | What | Subject | Human tap? |
|---|---|---|---|---|
| 06 July, 02:05 am | audit_contract | AI Colleague Contract audit on [email protected] — all 6 required fields present | [email protected] | HELD |
| 06 July, 02:05 am | suggest | Matt/Carla 1:1 tomorrow — top-3 topic suggestions curated | matt-carla-1on1-2026-07-06 | HELD |
| 06 July, 02:05 am | flag | CS-A override rate week-27 = 4.2% — within Growth-stage threshold, no coaching intervention needed | flip360-cs-linemgr-week27 | — |
| 06 July, 02:05 am | reconcile | Weekly roster reconcile — 2 humans (Matt, Carla) + 9 agent cards ratified, 1 in v1.1 (CS growth) | weekly-2026-w27 | — |
No blockages. Flow is healthy.
What good looks like
People Ops opens the cockpit Monday. Roster 100% roster-reconciled (with the demo-mode ribbon still on until real HR lands). Matt/Carla 1:1 tomorrow — agenda drafted with 3 top topics from prior-week signals. New agent card audit gate: 1 pending, checklist ready. Burnout watch: 0 signals red, 1 amber (routine coaching). By Friday: 2 1:1s run + logged, 1 agent card cleared through contract gate, 0 doctrine literacy gaps.
What bad looks like
Roster is in someone’s head. 1:1s happen without agendas, or worse, get skipped. New agent card ships without a contract audit and creates a governance-shaped hole. Burnout signal appears in an exit interview instead of a 1:1. Doctrine literacy tested at SteerCo and fails.