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
No blockages. Flow is healthy.
1
INPUT — what arrived in your patch
Handoffs routed to you from other roles. AI has scanned each one and noted patterns.
1 pending
from cto
due in 4d
flip360-cs-linemgr-week27
cto · warmth: — · CTO observed CS override rate healthy at 4.2 percent; People Ops notes for personal-development ledger
AI flagconfidence 98%
CS-A override rate week-27 = 4.2% — within Growth-stage threshold, no coaching intervention needed
Demo mode — roster shown is seed data (Matt, Carla + placeholder hires against the org chart). Every People Ops screen renders this ribbon until a real HR integration replaces the seed roster. Doctrine v1.3 Principle 4: data provenance always visible.
My workflow queue — People-A
Three lanes: Onboarding · 1:1 rhythm + wellbeing · Contract audits. The human-org side of the doctrine.
Onboarding + doctrine literacy
Day-1 script, Week-1 doctrine reading pass, Week-4 scorecard baseline. Time-to-productive is the metric.
today
Next hire pipeline — 0 in <=14d window
Roster is seed until real HR integration. Any hire that lands, AI drafts onboarding pack + doctrine reading list within 4h.
today
Doctrine literacy quarterly check — pass rate 100% (Matt + Carla)
2-human baseline, both current on doctrine v1.3. Passes when new hires land will be tracked here.
4d
Onboarding pack freshness — last refresh 4 days ago
Refreshed on AF-4.1 doctrine v1.3 landing. Under 30-day threshold. Next refresh trigger: AF-6 close (adds Legal + People Ops to org chart).
1:1 rhythm + wellbeing watch
Every 1:1 gets a prepped agenda 24h ahead; burnout signals surfaced from activity patterns.
today
Matt/Carla 1:1 tomorrow — top-3 topics curated
AI drafted: (1) AF-6 close reflection, (2) Founder cockpit CX sketch time-box, (3) Q3 hire pipeline. Warm-EQ tone, low-key.
today
Burnout watch — 0 red · 0 amber
Activity patterns clean. AF-5 + AF-5.1 + AF-6 shipped in quick succession — no fatigue signal from either human. Continue watch.
today
CS override rate week-27 = 4.2% — healthy
Below 8% revert threshold. No coaching intervention needed. Logged to personal-development ledger for CS role-holder (when hired).
AI Colleague Contract audits (Doctrine Principle 2 gate)
Every new agent card gated through a contract audit before it ships. Human-org side of the same discipline the CTO runs tech-side.
today
[email protected] — contract audit PASSED
All 6 required fields present (manager, unilaterals, escalated, read scope, write scope, audit schema). Card cleared for production use. Handoff to CTO for Tier-3 ratification stamp.
today
[email protected] — self-audit PASSED
Recorded in ledger for audit trail integrity. Self-audits are logged but do not count toward the gate metric (another role must corroborate at SteerCo).
today
Contract audit pass rate — 100% (11/11 cards ratified this cycle)
Every card that shipped from AF-2 through AF-6 cleared the contract gate. Doctrine Principle 2 held for the whole shared ring + both revenue lanes.
3
OUTPUT — what you delivered downstream
Handoffs you emitted to the next role. AI reconciles against expected input at the receiving end.
1 in flight
to cto
—
overdue 2d
People Ops contract audit passed on Legal AI card; awaiting CTO Tier-3 ratification stamp
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.