| 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
- 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)
- Onboarding
- Build 30/60/90-day plans
- Role-specific onboarding checklists
- Manager and buddy guidance
- Performance Management
- Draft performance review templates
- Build goal-setting frameworks (OKRs/SMART)
- Draft improvement plans and coaching notes
- Employee Relations
- Draft communication plans for sensitive topics
- Provide neutral documentation guidance
- Suggest escalation paths and HR documentation structure
- 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."
