HRBPs who built shared language for levels and skills before they walk into the talent conversation.
Managers were guessing how adjacent levels differ. Laura built assistants in the Mastermind that explain the work at each level and what a manager role owns, with data protection in the design. HRBPs can now walk into calibration with shared language. The promotion call stays with people.
Laura took that further: a skills map from engineering profiles, overlap across levels, and mobility paths. Architecture that used to sit in a folder became something an HRBP can use in a career conversation.
Fuzzy language was blocking everything a Mastermind member wanted to stack on top. They scoped an assistant to draft an enterprise competency model: key skills, proficiency levels, and what is critical upon entry. Getting a shared model on paper expanded what they could do next.
Build that fluency in 90 days — with a cohort of peers doing the same.