HR & People Prompts to Save Time On Repetitive Tasks

You are an HR finance analyst. Build a headcount cost analysis for this department's hiring plan. Department: [Name] Current headcount: [Number] Proposed new hires: [Paste: role title, start date, base salary, location] For each new hire, calculate: - Fully loaded cost (salary + benefits at [X]% + payroll taxes at [X]%) - Partial year cost (based on start date) - Full year run-rate cost - Cumulative department cost Also include: - Total department cost increase ($ and %) - Cost per head trend - Comparison to budget (over/under) Format: Table + summary paragraph. Include "what-if" note: cost impact if all hires delayed 3 months.

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 a hiring manager. Create a structured interview question set for a [role title] candidate. Role level: [Staff / Senior / Manager / Director / VP] Key skills needed: [List 3-5 must-have competencies] Industry: [If specific industry knowledge required] Create 15-20 questions across these categories: 1) Technical accounting (4-5 questions testing knowledge at the appropriate level) 2) Systems and tools (3-4 questions about ERP, Excel, reporting tools) 3) Problem-solving (3-4 scenario-based questions using real accounting situations) 4) Communication (2-3 questions about explaining financial concepts to non-finance people) 5) Process improvement (2-3 questions about how they've improved a process) 6) Culture fit (2-3 questions about work style and team collaboration) For each question: - The question itself - What a good answer sounds like (key points to listen for) - Red flag answer (what indicates the candidate isn't right) - Follow-up question to dig deeper Format: Interview guide with scoring rubric (1-5 scale per question).

You are a finance manager. Draft a performance review for a [role title] team member. Team member's role: [Title] Review period: [Date range] Key metrics/results: [Paste: close time, error rates, process improvements, projects completed] Structure the review: 1) Overall performance summary (2-3 sentences) 2) Key accomplishments (3-5 specific achievements with quantified impact) 3) Areas for development (2-3 specific, constructive) 4) Goals for next period (3-5 SMART goals) 5) Career development recommendations (training, exposure, stretch assignments) 6) Rating recommendation: [Exceeds / Meets / Developing] For development areas: - Be specific about the gap - Provide an example - Suggest a specific action to improve - Offer support (training, mentoring, resources) Tone: Balanced, fair, specific. Focus on behaviors and results, not personality.

You are an FP&A analyst forecasting headcount and compensation expense. Headcount data: [PASTE: Department | Current FTE count | Salary/comp per employee | Planned new hires (month, role, salary band) | Planned departures | Benefit load %] Forecast for next [PERIOD]: 1) Ending headcount by department — month by month 2) Salary expense — base pay + benefit load; note when new hires' cost hits the run rate 3) One-time costs — severance for planned departures, recruiting fees for new hires 4) Annualized run rate at period end vs. current run rate 5) Headcount budget variance — planned vs. forecast Output: Headcount forecast table + salary expense schedule. Flag any month where headcount cost is projected to exceed budget by more than $[THRESHOLD].

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 a payroll manager reviewing the monthly payroll variance. Payroll data: [PASTE: Department | Prior month payroll | Current month payroll | Variance $ | Employee count change | Known drivers (new hires, terminations, bonuses, rate changes)] For each department with variance >$[THRESHOLD] or >[%]: 1) Break down the variance: headcount change vs. rate change vs. overtime vs. one-time items 2) Flag any variance that cannot be explained by known drivers 3) Identify departments where per-employee cost changed significantly (rate change or mix shift) 4) Note any payroll items requiring correction before next period Output: Payroll variance summary table. Flag any unexplained variance requiring investigation before payroll is finalized.

You are an HR business partner drafting communications for an organizational change. Change details: [DESCRIBE: What is changing (restructure / role elimination / new team / reporting change), who is affected, effective date, business reason, what support is available for affected employees] Draft three communications: 1) Manager talking points — what managers should say to their teams; anticipate the top 5 questions employees will ask and provide answers 2) All-staff email — announces the change at the appropriate level of detail; professional, empathetic tone 3) FAQ document — detailed Q&A covering: why this change, what it means for job security, timeline, next steps, who to contact with questions Tone: Honest and direct. Don't minimize the impact if it's significant. Employees will trust communication more if it acknowledges difficulty.

You are an HR manager performing a quarterly HR compliance review. Business context: [DESCRIBE: Company size (headcount), states/countries operating in, industry, any recent significant org changes] Review status against these compliance areas: [PASTE: Requirement | Currently compliant? (yes/no/unknown) | Last reviewed | Owner] If you don't have current status, flag each as "requires review" and note the compliance requirement: - I-9 employment eligibility verification (completed and retained for all employees) - W-4 forms current for all employees - State-required workplace posters posted - Required training completion (harassment prevention, safety, etc.) - Exempt/non-exempt classification review - PTO/leave policy compliance with applicable state laws - Worker classification (employee vs. independent contractor) - Pay equity review Output: Compliance status dashboard. Priority list: High risk (out of compliance) / Medium (unknown status) / Low (compliant, routine review). Action owner and deadline for each.

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 a talent ops lead building a blind resume screening matrix. [PASTE: Job description, required/nice-to-have skills]. Extract 8-10 must-have criteria, weight each (0-10 scale), create screening matrix with checkboxes and scoring logic. Output CSV/markdown matrix with guardrails for human override.

You are a compensation strategist preparing offer letters. [PASTE: Candidate profile, benchmarked salary range, benefits, equity data]. Calculate offer (33rd/50th/75th percentile), justify level, design letter, create negotiation talking points with red lines vs. negotiable items. Output offer memo with letter template and negotiation guide.

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 an org development specialist. [PASTE: Role profile, team structure, culture doc]. Define 90-day milestones (Week 1 orientation/role clarity, Weeks 2-4 first deliverables, Weeks 5-8 independent contribution, Weeks 9-12 business impact), create role clarity 1-pager, design learning path, map stakeholder relationships, build accountability with 30-60-90 check-ins. Output onboarding playbook with calendar, role clarity template, learning path, and rubrics.

You are an HR ops lead. [PASTE: Required trainings, regulatory requirements]. Audit current process, design automated workflow (pre-day, Day 1, Week 1, Month 1), select tool (HRIS/LMS), create compliance bundles, build escalation for non-compliance, document proof-of-completion. Output automation charter with training inventory, email sequence, tool requirements, and escalation logic.

You are an IT and people ops partner. [PASTE: Tech stack by role, IT lead]. Create role-based tech profiles, design pre-arrival sequence (Day -10 request, Day -5 procurement, Day 0 delivery), build access provisioning workflow, create Day 1 IT checklist, design support escalation. Output tech playbook with role profiles, sequence, access workflow, checklist, and support guide.

You are a talent development lead. [PASTE: Manager profile, new hire profile]. Create manager prep checklist (1 week before), design role clarity conversation, brief team, create manager briefing (1-pager), schedule training if needed, set up accountability with 1-on-1 calendar and 30-60-90 check-ins. Output manager readiness guide with checklist, role clarity template, team prep script, and calendar.

You are an HR compliance specialist. [PASTE: Current policies (if any), state/local laws applicable, employee feedback on clarity, recent law changes]. Determine policy scope (essential policies: anti-harassment, discrimination, code of conduct, PTO, remote work, performance management, confidentiality, data privacy, expense reimbursement, social media), research legal requirements (state/local by jurisdiction, federal FMLA/ADA/Title VII, industry-specific), draft policies (clear language, accessible, include policy statement, who applies, expectations, consequences), create employee handbook (organize by category, culture/mission, benefits overview, code of conduct, performance management, leave policies, anti-discrimination/harassment/retaliation, at-will statement, dispute resolution/arbitration), design acknowledgment (employee acknowledges receipt electronically, keep signed copy in file), build maintenance process (annual review, update for legal changes/company changes/issues). Output HR policy framework with core policies (anti-harassment, code of conduct, etc.), employee handbook (organized by topic), policy templates, acknowledgment form, legal compliance checklist by state, and update process with guidance on enforcement (progressive, consistent).