hr-skills

Master router for the HR Skills library — 100+ specialized skill packages covering the full employee lifecycle: recruiting and talent acquisition, onboarding/offboarding, performance and talent management, compensation and total rewards, learning and development, organizational design and change, workforce planning and analytics, HR technology and AI, compliance and labor relations, culture and wellbeing, employer branding, and technical/software-engineering hiring. Includes Vietnam-specific labor law and cultural guidance. Use this skill FIRST for any HR, People Ops, Talent Acquisition, or hiring-related request — including hiring for engineering, design, product, or data roles — so the right specialized skill(s) get loaded instead of answering from general knowledge. Trigger on any task touching the employee lifecycle, workforce strategy, HR policy, or recruiting for any function.

Help CHROs and workforce planners connect long-range business strategy to workforce implications — future role needs, capability shifts, and multi-year workforce roadmaps. Use when asked to "build a strategic workforce plan", "translate our 5-year business strategy into workforce needs", "identify future critical roles", or "align workforce planning with business strategy".

Help HR leaders, L&D teams, and talent strategists assess, build, and sustain workforce capability at an organizational level. Use when asked to "build workforce capability", "close a capability gap", "assess our workforce skills", "design a capability building program", "create a capability heat map", "identify critical capabilities", or "develop a reskilling strategy".

Help workforce planners and HR leaders model multiple future workforce scenarios to stress-test plans against uncertainty. Use when asked to "build workforce scenarios", "model a best/worst case headcount plan", "stress-test our workforce plan against [risk]", "plan for a hiring freeze or rapid growth scenario", or "run scenario planning for restructuring".

Help HR technology teams plan and manage integrations between HR systems (HRIS, ATS, payroll, LMS, benefits platforms) so data flows accurately across the HR tech stack. Use when asked to "integrate our HRIS with [system]", "plan a system integration for HR tools", "fix data sync issues between systems", "design an HR tech integration architecture", or "audit our HR system integrations".

Help HR operations and procurement teams select, contract, and manage HR vendors — from ATS and HRIS providers to staffing agencies, benefits brokers, and background check vendors. Use when asked to "select an HR vendor", "evaluate vendors for [HR tool/service]", "manage our HR vendor relationships", "negotiate an HR vendor contract", or "consolidate our HR vendor stack".

Help HR teams build skills taxonomies, conduct skills gap analyses, and design skills-based talent strategies. Use when asked to create a skills framework, build a skills taxonomy, identify skills gaps, design skills-based hiring, develop a skills inventory, or similar skills management tasks.

Help HR professionals, recruiters, and people teams write better AI prompts to get higher-quality, more accurate, and more useful outputs from AI tools across HR workflows. Use when asked to "write better AI prompts", "improve my prompt for HR tasks", "learn prompt engineering for HR", "get better ChatGPT outputs", "design prompts for recruiting or performance", or "build a prompt library for the HR team".

Repository guidance for using Turborepo to orchestrate workspace tasks, builds, validation, testing, and development workflows within the hr-skills monorepo.

Help HR and people ops teams design and manage workplace accessibility and disability accommodation as a first-class, proactive practice, not just an ADA compliance checklist. Use when asked to "design an accommodation request process", "handle a disability accommodation request", "make our hiring process more accessible", "audit our workplace for accessibility", or "train managers on supporting accommodations".

Help HR leaders and change managers plan and execute the human side of AI adoption in the workplace, including managing employee resistance, designing reskilling programs, communicating AI changes, and building AI readiness. Use when asked to "manage AI adoption", "prepare employees for AI", "handle AI resistance", "communicate AI changes", "build AI readiness", or "lead the people side of AI transformation".

Help HR and compliance teams protect employee data privacy in AI-driven HR systems, including GDPR compliance, data minimization, employee consent design, and privacy risk assessment for HR AI tools. Use when asked to "protect employee data in AI systems", "design HR AI privacy policies", "assess privacy risks of AI tools", "build employee consent for AI", "comply with GDPR for HR AI", or "audit HR data privacy".

Help HR teams identify, design, and implement automation opportunities across HR processes including workflows, HRIS configuration, AI tools, and no-code solutions. Use when asked to automate HR processes, build HR workflows, reduce HR admin work, implement HRIS automation, use AI in HR, or similar HR automation tasks.

Help recruiters and hiring managers design and run structured candidate assessments beyond interviews — skills tests, work samples, assessment centers, and scoring rubrics. Use when asked to "design a candidate assessment", "build a skills test for [role]", "create an assessment center", "build a scoring rubric", or "choose the right assessment method for this role".

Help HR teams, recruiters, and talent acquisition leaders design and improve the candidate experience across the full hiring journey. Use when asked to "improve candidate experience", "map the candidate journey", "reduce candidate drop-off", "design interview feedback", "create a candidate communication plan", or "measure candidate satisfaction".

Help HR teams and managers design career development programs, frameworks, and conversations. Use when asked to create career paths, build individual development plans, design career ladders, run career development conversations, develop career frameworks, or similar career growth tasks.

Help HR leaders, change communication for managers, and HRBPs design and execute change communication strategies for HR-driven transformations. Use when asked to "communicate an org change", "write a change announcement", "build a change communication strategy or plan", "design stakeholder messaging", "prepare employees for a restructuring", or "communicate a new HR policy or program".

Help HR technology teams design HR service-delivery chatbots and conversational tools for platforms like Slack and Microsoft Teams. Use when asked to "design an HR chatbot", "build a Slack bot for HR questions", "plan a Teams HR assistant", "write conversation flows for an HR bot", or "decide what an HR bot should and shouldn't handle".

Help HR teams design coaching and mentoring programs, train managers in coaching skills, and support individual coaching conversations. Use when asked to build a coaching culture, create a mentoring program, develop manager coaching skills, design coaching frameworks, run coaching sessions, or similar coaching and mentoring tasks.

Help HR teams design, maintain, and apply competency frameworks across talent processes including hiring, competency-based performance management, learning, and succession. Use when asked to "build a competency framework", "define behavioral indicators", "create a competency library", "apply competencies to hiring", "assess competencies", "update our competency model", or "integrate competencies into performance reviews".

Help HR business partners, HR leaders, and internal HR consultants advise business stakeholders, diagnose people problems, build business cases, and deliver strategic HR consulting engagements. Use when asked to "advise a business leader on a people issue", "build an HR business case", "consult on an org problem", "run an HR diagnostic", or "position HR as a strategic advisor".

Help HR and business leaders plan for and respond to workforce crises — layoffs handled poorly, safety incidents, natural disasters, leadership scandals, or sudden business disruption. Use when asked to "build a crisis response plan for HR", "respond to a workplace incident", "communicate during a crisis", "plan for business continuity from an HR perspective", or "handle a sudden leadership departure crisis".

Help HR leaders, workforce planners, and TA teams translate business strategy into headcount demand plans. Use when asked to "build a headcount plan", "forecast short-term hiring demand", "model workforce demand", "align HR capacity with business growth", "create a staffing demand forecast", or "plan headcount for [department or product launch]".

Help HR teams and people leaders apply design thinking to HR challenges, including employee experience design, HR service redesign, journey mapping, and human-centered HR solution development. Use when asked to "apply design thinking to HR", "run an HR design sprint", "apply design thinking to map the employee journey", "co-design an HR solution", "prototype an HR process", or "use human-centered design for HR".

Help HR leaders and People Ops teams design and execute HR digital transformation, including HR tech stack strategy, digital employee experience, process automation, and data-driven HR. Use when asked to "digitize HR processes", "build our HR tech stack", "improve digital employee experience", "automate HR workflows as part of digital transformation", "implement an HRIS as part of digital HR transformation", or "create a digital HR roadmap".

Help HR and internal comms teams plan and write clear, consistent employee communications across routine updates, policy changes, and sensitive announcements. Use when asked to "write an internal announcement", "plan our internal communications calendar", "draft a policy change communication", "write a sensitive HR message", or "improve how we communicate HR updates to employees".

Help employee experience and HR teams map the end-to-end employee journey to identify moments that matter and friction points. Use when asked to "map the employee journey", "build a journey map for [stage]", "identify moments that matter", "find friction points in the employee experience", or "redesign a specific stage of the employee lifecycle".

Help HR teams design and manage the full employee lifecycle from attraction to alumni. Use when asked to map the employee journey, improve the employee experience, design touchpoints across the lifecycle, create lifecycle frameworks, or similar end-to-end people management tasks.

Help HR teams design and manage employee listening strategies including engagement surveys, pulse checks, focus groups, and feedback programs. Use when asked to run an employee survey, design an engagement program, analyze survey results, build a listening strategy, conduct focus groups, or similar employee feedback tasks.

Help HR operations teams and digital HR leaders design, implement, and optimize employee self-service programs including ESS portals, HR chatbots, knowledge bases, and manager self-service tools. Use when asked to "build an employee self-service portal", "design an HR chatbot", "create an HR knowledge base", "reduce HR inquiry volume", or "improve employee access to HR information".

Help executive search consultants, boards, and CHROs assess senior leadership candidates for fit, capability, and derailment risk. Use when asked to "assess an executive candidate", "design a leadership assessment for a C-suite hire", "evaluate executive readiness", "build a board-level candidate evaluation", or "assess derailment risk for a leadership hire".

Help HR and business leaders plan the people and HR infrastructure needed to expand into a new country or region. Use when asked to "plan HR for entering [country]", "decide between entity setup and EOR for a new market", "build an HR readiness plan for expansion", "assess labor law requirements for [country]", or "hire our first employees in a new market".

Help HR coordinators, HR generalists, and People Ops teams manage day-to-day HR coordination tasks including scheduling, onboarding logistics, HR administration, cross-team coordination, and HR project support. Use when asked to "coordinate HR activities", "manage HR logistics", "support HR projects", "schedule HR programs", or "handle HR admin tasks".

Help HR directors, HRBPs, and People leaders manage the HR function effectively, including HR team leadership, HR department planning, budgeting, governance, performance management for HR teams, and building HR function credibility. Use when asked to "manage the HR team", "build the HR department", "set HR team goals", "plan the HR budget", "improve HR function effectiveness", or "lead the HR organization".

Help HR teams design and manage internal mobility programs including lateral moves, promotions, project rotations, and internal hiring. Use when asked to build an internal mobility program, create internal job posting processes, manage internal transfers, design talent marketplace, or similar internal talent movement tasks.

Help HR teams, job analysis for compensation analysts, and job design specialists conduct job analysis, define job requirements, and document job content for job evaluation, classification, and workforce planning purposes. Use when asked to "conduct a job analysis", "define job requirements", "write job content", "classify a role", "evaluate job complexity", "run a task analysis", or "audit our job structures".

Help HR professionals, recruiters, hiring managers, and talent acquisition teams write clear, inclusive, and compelling job descriptions that attract qualified candidates. Use when asked to "write a job description", "rewrite a JD", "create a job posting", "improve hiring requirements", "define responsibilities", "write hiring criteria", or any job description and recruitment marketing task.

Help HR leaders, L&D directors, and Chief Learning Officers design enterprise learning strategies, build learning ecosystems, and connect learning investment to business outcomes. Use when asked to "build a learning strategy", "design our L&D ecosystem", "align learning with business priorities", "evaluate our learning investment", "shift to skills-based learning", or "create a learning culture".

Help HR teams measure, improve, and develop manager effectiveness across the organization. Use when asked to "assess manager effectiveness", "improve manager quality", "build a manager effectiveness program", "measure people manager performance", "run a manager 360", "identify underperforming managers", or "develop our management population".

Help HR leaders manage the people dimensions of M&A transactions — due diligence, deal structuring input, and pre-close workforce planning. Use when asked to "conduct HR due diligence for an acquisition", "assess culture fit before a merger", "plan workforce implications of a deal", "build an M&A HR integration plan", or "identify people risks in this transaction".