The AI Prompt Pack for HR

Act as a Chief People Officer and Total Rewards Strategist with 20+ years building compensation philosophies that align business strategy, attract talent, and pass employee and shareholder scrutiny. Draft a compensation philosophy document for [Company Name] ([Company Size] employees, [Industry], [Growth Stage]) governing pay decisions across [Geography/Region]. Cover: (1) pay positioning intent vs [Benchmark Source]; (2) role of variable pay, equity, and benefits; (3) principles for pay differentiation by performance and market scarcity; (4) how pay equity will be monitored and communicated; (5) governance — who owns decisions, how exceptions are managed, review cadence. Output as a 2–3 page leadership document plus a 1-paragraph employee-facing summary. Flag trade-offs between market competitiveness and internal equity, and where legal review is needed before publishing. Paste below: current pay approach; talent competitors and recruitment markets; any known pay equity gaps.

Act as a Chief People Officer Advisor who translates HR metrics into business narratives that CEOs and CFOs act on. Transform the HR OKRs below into a CXO-ready narrative for [Company Name] ([Company Size] employees, [Industry]) for [Time Period]. For each OKR: convert the HR metric into a business impact statement (what it measures → what it means for performance → cost of failure). Then compile a 5-minute executive narrative structured as: (1) where People is creating value now, (2) where we're behind and why it matters, (3) two decisions leadership needs to make in 30 days. Output: (a) a translation table and (b) the full narrative in spoken-word style. Flag any OKR where the business case is weak and recommend how to strengthen the link before the next review. Paste below: your current HR OKRs, key results, progress scores, and [Growth Stage] context shaping HR's capacity.

Act as an HR Technology Strategist with 12+ years advising CHROs on where to invest, consolidate, and build AI capability in enterprise HR stacks. Conduct an HR tech audit and AI readiness assessment for [Company Name] ([Company Size] employees, [Industry]) to inform a [Time Period] investment roadmap for [Target Audience]. Assess each tool across: data quality and integration maturity; vendor AI roadmap strength; usage vs licensed capability; employee/manager experience; and strategic fit. Output: (a) a Green/Amber/Red scorecard per tool, (b) an AI readiness rating for the stack, (c) 3–5 investment or consolidation recommendations, (d) a buy/build/retire recommendation per tool category. Flag vendor lock-in, [Geography/Region] data sovereignty constraints, and integration complexity risks. Paste below: [Current HR Tech Stack] in detail; HR transformation priorities for [Time Period]; [HR Team Size] and technical capacity available.

Act as a Global HR Compliance Advisor with 15+ years navigating employment law across multiple jurisdictions. Produce a compliance change tracker and risk assessment for [Company Name] ([Company Size] employees across [Geography/Region]) covering [Time Period]. For each jurisdiction: material law changes (effective, pending, or proposed); HR process or policy impacted; compliance deadline; consequence of non-compliance; recommended action for the [HR Team Size]-person HR team — keep each entry to a few lines, and reserve deeper analysis for the top 3 exposures. Close with a one-paragraph CHRO summary covering those top 3 exposures requiring immediate decisions. Flag unsettled legal areas, jurisdictions needing specialist review, and where [Current HR Tech Stack] needs configuration updates. Paste below: countries and employee populations in scope; any compliance issues already in progress; upcoming business changes intersecting with compliance.

Act as a Strategic Workforce Planning Director with 15+ years aligning talent supply with multi-year business strategy. Build a strategic workforce plan for [Company Name] ([Company Size] employees, [Industry], [Geography/Region]) covering [Time Period]. Address: (1) critical role families and skills to acquire, build, or borrow; (2) headcount scenarios (base / upside / downside); (3) internal supply gaps vs external market availability; (4) high-level workforce cost modeling; (5) a talent risk register covering succession gaps and skill obsolescence. Output as an executive plan with a scenario table, skills gap summary by [Department], and a 12-month action roadmap. Flag assumptions on growth projections, attrition forecasts, and skill availability in [Geography/Region]. Paste below: current headcount by function; business strategy priorities; [Current Attrition Rate] and mobility rates; known workforce disruptions.

Act as a Talent Strategy Consultant specializing in structured selection systems that improve hiring quality and create auditable records for equitable decisions. Build a hiring scorecard for [Role Title] at [Company Name] ([Industry]) for consistent use across the interview panel. Include: (1) 5–7 evaluation dimensions with definitions; (2) weighted importance ratings per dimension; (3) a 1–5 behavioral rating scale with observable anchors at each level; (4) an evidence capture section per dimension; (5) a hire recommendation field (Strong Yes / Yes / No / Strong No) with a space for the single most important evidence point. Add a facilitator note on preventing halo effect, recency bias, and cultural fit substitution. Flag dimensions where calibration is likely to vary widely and include a recommended debrief prompt. Paste below: role brief or JD; existing evaluation criteria; interview format and panel composition at [Company Name].

Act as a Senior Talent Acquisition Leader with 10+ years crafting rejection communications that protect employer brand and leave the door open for future relationships. Draft a rejection email for [Company Name] to send to a candidate for [Role Title]. Rules: open with a specific acknowledgment of this stage of the process; deliver the rejection clearly in the first or second sentence; include one honest forward-looking context note where appropriate; close warmly in [Company Name]'s employer brand voice. Avoid hollow phrases and legally rehearsed language. Under 150 words per version. Output: three versions — final-round candidate, mid-process candidate, internal transfer candidate — plus customization notes for the recruiter. Flag any phrasing that could create legal ambiguity. Paste below: process stage reached; any genuine positive feedback that can be referenced; employer brand voice guidelines for [Communication Channel].

Act as a Senior HR Business Partner and Executive Coach with 15+ years preparing managers for high-stakes employee conversations. Run a role-play simulation of the following scenario for a manager at [Company Name]. You play the employee. I play the manager. Scenario: [Describe the conversation — e.g., delivering a final written warning to a high-tenure employee / communicating a role elimination]. Before starting: provide (1) a 3-sentence character brief on the employee's likely emotional state and predictable objections; (2) a conversation preparation checklist; (3) the three most likely derailment moments and how to navigate each. During the role-play: respond in character with realistic, conversational replies — a few sentences at a time, not monologues, the way the conversation would actually unfold. If the manager says something that escalates risk or exposes [Company Name] to legal or ER liability, briefly break character to flag it, then return. After: provide a structured debrief — what worked, what to strengthen, a revised opening script if needed. Paste below: full scenario context; [Role Title], tenure, and prior conversations with the employee; any policy or legal constraints already in play.

Act as a Senior Employer Brand Strategist with 10+ years creating LinkedIn content that builds genuine talent brand equity for enterprises competing for top talent in [Industry]. Write a LinkedIn post for [Company Name] to attract [Target Audience] in [Geography/Region]. Rules: open with a specific human observation or story — not a company announcement; connect it to what it means to work at [Company Name] in [Growth Stage]; write in a confident, HR-jargon-free voice; include one specific detail (a number, a decision, a policy) that makes it feel real; close with a specific invitation that prompts genuine response. No generic culture adjectives. No "DM us to learn more." Output: three variants — story-led, insight-led, culture-fact-led (150–250 words each) — with a recommendation on which fits [Communication Channel, e.g., CHRO's profile vs company page] and why. Paste below: a real story or moment from [Company Name] to amplify; brand voice or tone guidelines if available.

Act as a Senior Employer Brand Strategist with 10+ years rewriting enterprise JDs that attract high-performers who have options. Rewrite the job description below for [Role Title] at [Company Name] ([Industry], [Growth Stage]) to attract [Target Audience, e.g., senior engineers / commercial leaders]. The rewrite must: open with a hook describing the business problem this role solves; replace vague responsibilities with specific 12-month outcomes; reframe requirements as a realistic success profile; include one authentic paragraph about the team no candidate could find elsewhere; close with a direct human-voice CTA. Preserve all accurate facts. Flag any section too vague to rewrite accurately. Output: full rewritten JD + a side-by-side "what changed and why" commentary. Paste below: original JD; 2–3 sentences on what makes this role genuinely unique; the candidate persona you most want to attract.

Act as a Future of Work Strategist with 10+ years designing hybrid work frameworks that balance performance, employee experience, and legal compliance across jurisdictions. Build a return-to-office playbook for [Company Name] ([Company Size] employees, [Industry], [Geography/Region]) for [Time Period] rollout covering [attendance model, e.g., 3 days in-office / role-tiered hybrid]. Include: (1) policy framework with rationale; (2) manager guide for handling resistance and enforcing expectations fairly; (3) employee FAQ (10 questions); (4) change management and comms timeline; (5) accommodation process for caregiving, health, and international roles; (6) success metrics at [Time Period] post-launch. Organized by audience: HR / managers / employees. Flag where [Geography/Region] law may restrict enforcement and where the model may create equity gaps between roles. Paste below: target model and business requirements driving it; current remote/hybrid split and employee sentiment; any prior RTO attempts and outcomes.

Act as a Senior HR Policy Architect with 15+ years formalizing policies for organizations scaling through [Growth Stage]. Formalize the [Existing Policy or Program Name] policy and its SOPs for [Company Name] ([Company Size] employees, [Industry], [Geography/Region]). Policy structure: Purpose → Scope → Definitions → Policy Statement → Procedures → Roles & Responsibilities → Exceptions → Review Cadence → Version Control. Each SOP: numbered steps, decision points, escalation triggers, max one page. Include a rollout communications plan for the [HR Team Size]-person HR team and [Target Audience]. Write in plain language. Flag every section requiring legal review — especially for [Geography/Region] employment law. Paste below: current informal practice or draft policy text; known exceptions or edge cases; relevant compliance obligations.

Act as a Senior Talent Development Expert with 12+ years building onboarding programs that reduce time-to-productivity and lower 90-day attrition. Design a 30-60-90 day onboarding plan for [Role Title] at [Company Name] ([Industry], [Growth Stage]). Days 1–30: learning, relationship, and context milestones — what to know, who to meet, what to do independently by Day 30. Days 31–60: first deliverables and feedback checkpoints. Days 61–90: ownership milestones, a 90-day check-in framework, and early signals of success vs struggle. Include buddy/mentor assignment, manager check-in cadence, and the 5 most common 90-day failure modes for this role — and how the plan mitigates them. Output: a summary milestone table by week, detailed narrative per phase, and a manager guide section. Paste below: role brief and key objectives; any existing onboarding materials; what "success at 90 days" looks like behaviorally for [Role Title].

Act as an HR Learning & Compliance Strategist with 12+ years designing behavior change campaigns that lift mandatory training completion without relying on punitive enforcement. Build a compliance training completion strategy for [Company Name] ([Company Size] employees, [Industry], [Geography/Region]) for [Existing Policy or Program Name] training — target [Completion Rate Target] by [Time Period], up from [Current Completion Rate]. Include: (1) root cause diagnosis by [Department], [Role Title], and [Geography/Region]; (2) multi-lever intervention plan covering content redesign, manager accountability, comms cadence, and escalation; (3) 3–5 comms touchpoints with relevance-focused framing; (4) manager briefing pack; (5) weekly tracking dashboard spec with metrics and owners. Flag where content redesign capacity may not exist, hard legal deadlines that constrain the approach, and where manager accountability requires executive sponsorship. Paste below: current training format and [Current HR Tech Stack]; completion rates by segment; prior interventions tried and what happened.

Act as a Senior Employee Wellbeing Leader with 12+ years designing enterprise programs that measurably improve workforce health and resilience — not just add perks. Design a wellbeing initiative launch plan for [Company Name] ([Industry], [Geography/Region]) for [Time Period], targeting [Primary Focus Area, e.g., burnout / mental health / financial wellbeing] for [Target Audience]. Include: (1) needs assessment summary or guide; (2) 3–5 specific initiatives with rationale and platform recommendations referencing [Current HR Tech Stack]; (3) communications plan with stigma-reducing framing by [Communication Channel]; (4) manager enablement component; (5) measurement framework with leading and lagging indicators and a 6-month review plan. Flag access inequities by [Geography/Region] or role type, budget assumptions, and cultural factors affecting uptake. Paste below: existing wellbeing programs; engagement or pulse data signaling wellbeing concerns; budget range and [HR Team Size] capacity.

Act as a Senior Manager Effectiveness Consultant with 12+ years building toolkits that give managers what they actually need for complex people moments — not generic training decks. Build a manager enablement toolkit for [Company Name] ([Company Size] employees, [Industry]) on [Toolkit Theme, e.g., having performance conversations / supporting employee mental health / navigating a restructure]. Include: (1) one-page "why this matters now" context brief; (2) conversation guide with opening script, 3–5 message frameworks, and phrases to avoid; (3) Q&A with 8–10 likely employee questions and recommended responses; (4) manager self-assessment checklist; (5) escalation triggers and the exact process to involve HR at [Company Name]; (6) one optional practice scenario with debrief guide. Tone: direct, practical, non-patronizing. Output as a formatted toolkit with a cover summary page. Paste below: the specific topic and current context driving the need; manager [Role Title] and seniority; any [Existing Policy or Program Name] this must align with.

Act as a Future of Work Policy Expert with 12+ years designing flexible work frameworks that are equitable, legally sound, and sustainable — not just reactive accommodations. Design a flexible work policy for [Company Name] ([Company Size] employees, [Industry], [Geography/Region]) covering [Flexibility Types, e.g., remote work, compressed hours, part-time] effective from [Time Period]. Include: (1) eligibility framework by [Role Title] and [Department] with transparent rationale for exclusions; (2) application and approval process that is consistent and auditable; (3) performance and availability expectations for flexible workers; (4) manager guide on evaluating requests fairly and avoiding proximity bias; (5) review mechanism — evidence that will trigger changes; (6) exceptions process distinguishing flexibility from legal accommodation obligations. Flag equity gaps between role types, [Geography/Region] legal entitlements the policy must reflect, and where manager capability is the limiting factor. Output: policy document ready for legal review + employee FAQ + manager briefing guide. Paste below: current flexibility approach; employee feedback on flexibility; business constraints limiting options (client-facing roles, shift patterns, legal requirements).

Act as an Employee Experience Designer and Recognition Program Strategist with 10+ years building peer recognition programs that sustain cultural change without descending into performative point-collecting. Design a peer recognition program for [Company Name] ([Company Size] employees, [Industry], [Geography/Region]) launching within [Time Period], owned by the [HR Team Size]-person HR team. Include: (1) design principle — behaviors and values to reinforce, and what success looks like at 6 months; (2) recognition mechanics (public vs private, monetary vs non-monetary, peer vs manager-led) with rationale; (3) platform recommendation within [Current HR Tech Stack]; (4) launch and adoption campaign with comms plan and first-30-days targets; (5) guardrails against popularity bias and recognition inequity by [Department] or [Geography/Region]; (6) measurement framework. Flag perceived equity issues across regions, where manager participation is critical but uncertain, and conflicts with [Existing Policy or Program Name]. Paste below: current recognition approach; engagement data pointing to recognition gaps; budget and tech constraints.

Act as a Senior Internal Communications Strategist with 15+ years crafting communications for restructurings, leadership transitions, and M&A announcements that maintain trust while delivering difficult news clearly. Draft a communications plan and core assets for [Company Name] ([Company Size] employees, [Industry]) announcing [Change Description] affecting [Target Audience]. Deliverables: (1) sequencing plan — who hears what, in what order, via which [Communication Channel]; (2) primary all-employee message (500–700 words) — direct, honest, empathetic, no corporate euphemism; (3) manager talking points with what to say and what not to say; (4) employee FAQ (10–15 questions); (5) 30-day follow-up comms calendar. Flag legal/regulatory timing constraints, regional message landing differences in [Geography/Region], and equity perception risks the communications must proactively address. Paste below: the change, business rationale, and non-negotiable facts; what is genuinely uncertain; the leadership voice or sender for the primary message.

Act as a Senior People Analytics Lead with 12+ years in enterprise HR measurement. Build a [Number of Questions]-question employee survey — designed to take [Survey Length, e.g., under 5 minutes] to complete — for [Company Name] ([Company Size] employees, [Industry]) measuring [Primary Focus Area, e.g., manager effectiveness / psychological safety]. It will be deployed via [Current HR Tech Stack]. For each question: write it in [Tone, e.g., formal / conversational] language that feels native to [Industry] (not generic corporate phrasing), label the construct it measures, and note what action a low score should trigger. Use a mix of Likert, open-text, and pulse formats. End with a 3-sentence framing note written for [Target Audience, e.g., CHRO / HRBP / TA Leadership] — adjust the emphasis depending on who that is. Flag any assumptions about the employee population, where [Number of Questions] or [Survey Length] may be too ambitious given the audience, and what additional inputs would strengthen the instrument. Paste before generating: (1) the business problem this survey should inform, (2) prior survey scores from [Time Period], (3) whether specific populations like [Department] should be oversampled.

Act as a People Analytics Expert with 10+ years turning qualitative HR data into executive retention narratives. Analyze the exit interview data below for [Company Name] ([Company Size] employees, [Industry], [Current Attrition Rate]) and produce a thematic report for [Target Audience, e.g., CHRO]. Identify the top 5–7 exit themes ranked by frequency and business risk — calibrating "risk" against what's typical attrition for [Industry] and [Company Size] given [Current Attrition Rate], rather than treating every theme as equally urgent. For each: plain-language label, root cause, affected populations ([Role Title], [Department], [Geography/Region]), and a recommended intervention. Close with a one-paragraph CFO-facing narrative and a "fix now / fix next / monitor" matrix. Flag contradictory themes, underrepresented populations, and any theme where root cause is ambiguous. Paste below: [Time Period] exit interview data, sample size, roles, and voluntary vs involuntary split.

Act as a Senior Talent & OD Consultant with 15+ years synthesizing performance data for calibration and succession decisions. Analyze the performance review data below for [Company Name] and produce a synthesis report for [Target Audience, e.g., HR Business Partners / Talent Review Committee]. For each person or cohort: strengths summary with behavioral evidence, development theme patterns, a 3–4 sentence calibration-ready narrative, and a flag list for inconsistent or insufficiently evidenced ratings. At cohort level, identify the top 3 capability gaps in [Department] and recommend development priorities for [Time Period]. Flag calibration drift and any patterns suggesting manager quality is a variable. Paste below: feedback text, ratings, review period, rating scale, [Role Title], and [Department].

Act as a Senior Compensation Analyst with 12+ years building pay equity frameworks that withstand CFO scrutiny. Generate a compensation benchmarking report for [Company Name] ([Company Size] employees, [Industry], [Geography/Region]) covering [Role Title(s)] at [levels/bands]. This will inform [e.g., annual comp review / pay equity audit] for [Target Audience]. Include: internal pay vs [Benchmark Source] at P25/P50/P75/P90; roles at risk of being below market; total comp view (base + variable + equity); recommended range adjustments with cost impact; and a risk register covering retention risk and pay equity flags. Flag thin data coverage, benchmark limitations for [Geography/Region] or [Industry], and internal equity tensions. Paste below: current pay ranges or actuals by role and level; benchmark source and survey dates; [Growth Stage] targeting context.

Act as a Strategic Workforce Analytics Advisor with deep expertise in retention modeling for large organizations. Analyze the data below for [Company Name] ([Company Size] employees, [Industry], [Growth Stage]) and produce a forward-looking attrition risk report for [Target Audience]. Identify: (1) top 3 high-risk populations, (2) leading indicators per population, (3) structural vs situational risks, (4) a 90-day monitoring plan with 3–5 metrics. Format as a one-page executive risk briefing for [Target Audience], with a high/medium/low heat map calibrated to what's normal for [Industry] and [Geography/Region] (not generic thresholds), a root cause summary, and an action agenda by urgency. Flag assumptions and note where [Benchmark Source] data has been applied. Paste below: attrition rates by [Department], [Role Title], and tenure; engagement scores; recent org changes.