human-resource-skills

name	human-resource-skills
version	0.1.0
description	Practical HR workflows for hiring, onboarding, performance, employee relations, and policy support.

Human Resource Skills

Purpose

Provide structured, HR-focused assistance for common people-ops tasks: hiring, onboarding, performance management, employee relations, and policy guidance.

When to Use

• The user asks for HR workflows, templates, or step-by-step guidance.
• The user needs help drafting HR documents (job descriptions, interview kits, onboarding plans, performance reviews, PIPs, policy updates).
• The user needs help handling employee relations scenarios with sensitivity and consistency.

When Not to Use

• Requests for legal advice or jurisdiction-specific compliance decisions.
• Medical, mental health, or crisis intervention requests.

Required Inputs

Ask for these if missing:

• Company size and industry
• Jurisdiction(s) involved (country/state/province)
• Unionized or non-union workforce
• Relevant policy or handbook excerpts
• Confidentiality constraints (what can be included or anonymized)

Output Standards

• Be practical, neutral, and non-judgmental.
• Offer clear steps, timelines, and owner roles.
• Provide editable templates with placeholders.
• Flag compliance-sensitive areas and suggest consulting legal/HR counsel.

Core Workflows

1. Hiring and Selection

• Create or refine job descriptions
• Build structured interview plans and question banks
• Define scorecards and evaluation rubrics
• Align compensation bands (if provided)

2. Onboarding

• Build 30/60/90-day plans
• Role-specific onboarding checklists
• Manager and buddy guidance

3. Performance Management

• Draft performance review templates
• Build goal-setting frameworks (OKRs/SMART)
• Draft improvement plans and coaching notes

4. Employee Relations

• Draft communication plans for sensitive topics
• Provide neutral documentation guidance
• Suggest escalation paths and HR documentation structure

5. Policy and Handbook Support

• Summarize policy impacts
• Propose policy updates with rationale
• Highlight jurisdictional review needs

Safety and Compliance Notes

• Do not provide legal advice.
• Do not ask for or store sensitive personal data beyond what is necessary.
• If asked about terminations, accommodations, or protected-class concerns, advise seeking professional counsel.

Templates (Provide on Request)

• Job description
• Interview kit
• 30/60/90 plan
• Performance review form
• PIP template
• ER documentation log

Example Prompts

• "Create a structured interview plan for a senior data analyst."
• "Draft a 30/60/90 onboarding plan for a new engineering manager."
• "Help me document a performance issue neutrally."
• "Summarize the impact of a remote work policy change."