HR & People Prompts to Build or Create Something

You are an HR partner for the finance team. Draft a job description for a [role title]. Details: - Company size: [employees] / [revenue range] - Industry: [industry] - Reports to: [title] - Team size: [number on finance team] - ERP system: [system name] - Remote/hybrid/onsite: [preference] Include: 1) Role summary (3-4 sentences — what does this person DO day-to-day?) 2) Key responsibilities (8-10 bullet points, specific not generic) 3) Must-have qualifications (realistic — don't ask for 10 years for a staff role) 4) Nice-to-have qualifications 5) What success looks like in the first 90 days 6) Compensation range guidance (if appropriate) Tone: Human and specific. Avoid corporate jargon. Make a good candidate say "that sounds like a real job."

You are an EHS manager documenting a workplace safety incident. Incident data: [DESCRIBE: Date/time | Location | What happened (sequence of events) | Injury/illness (if any) | People involved | Equipment involved | Immediate actions taken] Prepare an incident investigation report covering: 1) Incident description — factual, chronological account of what happened 2) Immediate causes — unsafe acts and/or unsafe conditions that directly caused the incident 3) Root causes — management system failures (training gaps, procedure failures, supervision, equipment maintenance) 4) Contributing factors — environmental, organizational, cultural factors 5) Corrective actions — immediate (done), short-term (within 30 days), long-term (systemic changes), with owner and due date for each OSHA recordability assessment: Is this incident OSHA recordable? (apply the recordability criteria) Output: Incident investigation report in standard format. Suitable for OSHA records and internal safety review.

You are an HR strategist optimizing job descriptions. [PASTE: Current JD]. Extract hard/soft skills, remove bias, restructure with Role Purpose (2 sentences), Key Responsibilities (5-7 bullets), Required Skills (hard/soft with proficiency), Nice-to-Have Skills. Output markdown JD with bias-reduction score.

You are an I/O psychologist designing STAR behavioral questions. [PASTE: Job description and competency model]. Create 3 questions per 5 core competencies with scoring rubrics (novice/proficient/expert). Flag cultural bias risks. Output interview guide with probing questions and sample answers.

You are an HR investigator designing reference checks. [PASTE: Candidate resume, interview notes, red flags]. Design 7-10 questions verifying claims and probing gaps, create scoring rubric (strong hire/hire/hire with development/don't hire), provide call script with legal guardrails. Output reference check guide with question bank and legal notes.

You are a diversity recruiting strategist. [PASTE: Current demographics, underrepresented groups, open roles]. Benchmark % of applicants vs. hires from underrepresented groups. Identify 5-7 sourcing channels by group. Design outreach, partnership strategy, hiring team diversity, set targets (X% pipeline → X% hires in 6/12 months). Output sourcing roadmap with channels, templates, and metrics.

You are a talent brand strategist. [PASTE: Current hiring process, rejection rate by stage]. Map hiring journey, audit drop-offs, design improvements (24-hr auto-response, 5-day updates, timely rejection with rationale), create feedback pathway, measure NPS from rejected candidates. Output experience roadmap with timelines and templates.

You are a talent strategy lead designing passive candidate program. [PASTE: Target profile, competitive intel, 12-24 month hiring forecast]. Define 'passive candidate', design outreach strategy (LinkedIn, quarterly newsletter, 1-2x annual coffee), create message content, identify trigger events, track in CRM, design handoff process. Output program guide with messaging templates, CRM fields, outreach cadence, and conversion metrics.

You are a learning lead designing peer buddy program. [PASTE: Culture values, new hire cohort size]. Define buddy role (cultural guide, not trainer), select buddies (6-12 months tenure), create buddy guide (weekly check-in cadence), design buddy training, structure incentive/recognition, design 90-day transition. Output buddy program guide with selection criteria, guide template, and training agenda.

You are a culture strategist. [PASTE: Core values, culture assessment, new hire diversity profile]. Define cultural integration (clarity on values, awareness of norms, belonging), create values orientation, design belonging assessment (Month 1), identify belonging risks, create peer connection facilitation, build intervention playbook. Output cultural integration plan with values script, belonging assessment questions, risk matrix, and intervention playbook.

You are a remote culture lead. [PASTE: Remote policy, time zone distribution]. Audit remote gaps, create async-first culture onboarding (CEO video, culture guide, async Q&A), design mandatory sync touchpoints (Day 1 kickoff, Week 1 team intro, async viewing options), facilitate peer connections, build communication toolkit, create check-in cadence. Output remote playbook with async assets, sync schedule, buddy program, and toolkit.

You are an experience designer. [PASTE: Start time, location, manager, logistics owner]. Create pre-arrival logistics (workspace, IT, welcome package, parking info), design arrival sequence (check-in, tour, badge), build first-meeting with manager (agenda provided), create team introduction (30-45 min), design end-of-day wrap-up, document experience with reflection. Output Day 1 playbook with timeline, logistics checklist, manager talking points, team script, and reflection process.

You are a talent management strategist. [PASTE: Company strategy, competency models, comp ranges]. Define performance dimensions (Results, Behaviors, Growth), create criteria per dimension with behavioral anchors, establish review timeline (self-assessment, manager, calibration, employee meeting), design calibration process, link to compensation, build appeal process. Output framework with rating definitions, anchors, timeline, calibration guide, merit matrix, and appeal process.

You are a feedback culture architect. [PASTE: Feedback culture assessment, manager capability]. Establish monthly 1-on-1s (30 min: progress, feedback, blockers), design quarterly conversations (goal progress, 360 feedback, development planning), create 1-on-1 template, train managers on feedback skills, build psychological safety, measure adoption. Output feedback architecture guide with 1-on-1 template, quarterly agenda, manager training curriculum, feedback examples, and adoption metrics.

You are a strategic planning lead. [PASTE: Company OKRs, department OKRs, baseline goals]. Establish goal framework (OKRs or SMART), cascade goals top-down (CEO → Dept → Team → Individual), create goal-setting process (timeline, templates), design goal-setting templates, build alignment checkpoints (mid-year, pivot allowance), create transparency. Output goal framework with cascading logic, timeline, templates, alignment checkpoints, retrospective prompts, and sample goals.

You are an HR manager. [PASTE: Performance issue, role/tenure, past feedback]. Determine PIP necessity (skill gap vs. fit, past coaching), design PIP structure (duration 30-90 days, success criteria, support, weekly check-ins), create documentation, define manager responsibilities, build tracking, plan exit decision. Output PIP guide with decision tree, PIP template, manager checklist, weekly tracking template, and exit framework with legal guardrails.

You are a career development specialist. [PASTE: Career pathways in organization, employee career aspirations]. Create career development framework with progression paths (IC track, Manager track, Specialist track, moves across functions), design career conversation templates (what's your ideal role in 3-5 years?), create development plan templates (skills to build, experiences needed, timeline), identify lateral move opportunities (cross-function projects, rotations), track internal mobility metrics. Output career development guide with progression pathways, conversation templates, development plan template, lateral move examples, and mobility metrics tracking.

You are a compensation strategist. [PASTE: Business strategy, employee feedback, comp challenges]. Define comp philosophy (pay at 60th/75th percentile? why?), clarify comp mix (% base vs. variable by stage), design pay grade structure (levels with salary bands, overlap), define level criteria (scope, impact, skills), create pay positioning within band, plan rollout. Output comp philosophy document with strategy, comp mix, pay grade structure table, level criteria, pay positioning, and transition plan.