Why This Guide Works

HR leaders spend 60-70% of their time on administrative and planning tasks, leaving limited time for strategic work. These prompts eliminate the "blank page" problem and accelerate your path from concept to actionable framework.

Key Benefits:

• Reduce project setup time from days to hours
• Generate comprehensive first drafts for complex HR initiatives
• Focus your expertise on customization and stakeholder alignment

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How to Use These Prompts

1. Copy the prompt exactly - the specific structure generates better results
2. Replace bracketed placeholders with your specific details
3. Iterate on the output - use follow-up questions to refine results
4. Always customize for your company culture, legal requirements, and context

⚠️ Important: These prompts provide starting frameworks only. Always review output for legal compliance in your jurisdiction and alignment with company policies. Never input confidential employee data.

I. STRATEGIC TALENT ACQUISITION

1. Niche Talent Attraction Strategy

Use when: Hiring for specialized roles in competitive markets

Act as a Senior Talent Acquisition Strategist. Our company needs to hire individuals with expertise in [specific niche skill, e.g., 'Advanced Quantum Computing']. The talent market for these skills in [your regions] is extremely competitive.

Develop a multi-faceted talent attraction strategy. Include at least 5 innovative approaches beyond standard job portals, considering:
- Targeted global outreach methods
- Industry partnerships and academic collaborations
- Specialized professional networks
- Employer branding for this specific talent pool
- Competitive value proposition highlighting [key company differentiator]

For each approach, specify implementation timeline and success metrics.

2. Inclusive Job Description

Use when: Creating bias-free job postings that attract diverse candidates

Act as an HR Recruitment Specialist. Draft a compelling and inclusive job description for a [Job Title] role.

Key responsibilities: [List 3-5 responsibilities]
Required skills: [List 3-5 skills]
Company culture: [Brief description]

Ensure the language is:
- Gender-neutral and bias-free
- Attractive to diverse global talent
- Clear about growth opportunities
- Focused on outcomes, not just requirements

Include suggestions for 2-3 specialized job boards or professional associations for posting.


3. 90-Day Senior Leadership Onboarding

Use when: Integrating C-level or VP-level hires

Create a comprehensive 90-day onboarding framework for a newly hired [Senior Leadership Role]. Structure by:

**Days 1-30:** Strategic foundation
- Key stakeholder meetings and relationship building
- Critical business challenges review
- Market landscape analysis
- Compliance and governance briefings

**Days 31-60:** Operational immersion
- Department/regional deep dives
- Customer/partner interactions
- Team assessment and development planning

**Days 61-90:** Strategic contribution
- Initial recommendations development
- 6-month operational plan creation
- Key relationship solidification

For each phase, provide 3-4 specific objectives and success metrics.


II. EMPLOYEE ENGAGEMENT & CULTURE

4. Values-Based Recognition Program

Use when: Designing employee recognition that reinforces company culture

Act as an Employee Experience Manager. Design a comprehensive, multi-tiered employee recognition program aligned with our core values:
- [Value 1, e.g., 'Customer Obsession']
- [Value 2, e.g., 'Innovation']
- [Value 3, e.g., 'Integrity']

Create 3-4 recognition tiers with:
- Specific criteria linked to each value
- Mix of monetary and non-monetary rewards
- Fair nomination and selection process
- Implementation timeline and budget considerations
- Success measurement methods


5. Hybrid Workforce Engagement Strategy

Use when: Boosting engagement across distributed teams

Our company needs to boost engagement for our globally distributed hybrid workforce. Suggest 5 innovative employee engagement initiatives that work across time zones and work arrangements.

For each initiative, specify:
- Primary objective and target outcome
- Implementation requirements (low/medium/high effort)
- Success measurement methods
- Adaptation for different cultural contexts
- Budget range and ROI expectations


6. Organizational Change Communication Plan

Use when: Managing major company transitions

Our company is undergoing [type of change, e.g., 'global restructuring']. Act as an HR Communications Lead and create a structured communication plan covering:

**Objectives:** Minimize uncertainty, maintain productivity, build trust
**Target Audiences:** [List key employee groups]
**Key Messages:** Address role impacts, timeline, support available
**Communication Channels:** Town halls, Q&A sessions, manager toolkits
**Timeline:** Pre-announcement, announcement, implementation phases
**Feedback Mechanisms:** How employees can ask questions and provide input

Include sample messaging for the initial announcement.


III. PERFORMANCE MANAGEMENT

7. Performance Improvement Plan Guidelines

Use when: Supporting managers with difficult performance conversations

You are an HR Business Partner. Create manager guidelines for conducting Performance Improvement Plan (PIP) discussions. The guidelines should ensure conversations:

- State performance gaps with specific, objective examples
- Outline improvement expectations and measurable targets
- Emphasize available support (training, coaching, resources)
- Allow employee input and questions
- Maintain dignity and professionalism
- Explain consequences clearly per company policy

Include a conversation flow template and common manager mistakes to avoid.


8. Remote Employee SMART Goals

Use when: Setting performance objectives for distributed teams

Generate 3 SMART goal examples for a [Job Function] working remotely/hybrid. Goals should focus on:
- Individual accountability and self-management
- Proactive communication with team members
- Measurable outcomes suitable for remote tracking
- Collaboration effectiveness in distributed environment

For each goal, explain the measurement method and quarterly check-in approach.


9. Mentorship Program Framework

Use when: Developing high-potential employees through structured mentoring

Outline a structured mentorship program framework covering:

**Program Objectives:** Skill development, career navigation, knowledge transfer
**Participant Selection:** Criteria for mentors and mentees (include diversity considerations)
**Matching Process:** Algorithm or methodology for optimal pairings
**Program Structure:** Duration, time commitment, key activities
**Resources:** Training materials, meeting templates, goal-setting tools
**Success Metrics:** Individual and program-level KPIs
**Scaling Strategy:** How to grow from pilot to organization-wide

Include a 6-month program timeline with key milestones.


IV. HR POLICY & COMPLIANCE

10. Workplace Conduct Policy FAQ

Use when: Clarifying updated harassment and conduct policies

Our company updated its workplace conduct and anti-harassment policies. Create 10-12 employee FAQs covering:

- What constitutes prohibited conduct (with examples)
- Who is covered by these policies
- Reporting procedures and designated contacts
- Investigation process and typical timelines
- Employee rights during inquiries
- Confidentiality protections
- Consequences for policy violations
- Anti-retaliation protections
- Where to find full policy text

Make answers clear, actionable, and legally appropriate for general guidance.


11. Statutory Leave Policy Communication

Use when: Explaining complex leave entitlements to employees

Create an employee-facing communication outline for statutory leave policies covering:

For each leave type (parental, medical, family care):
- Purpose and eligibility requirements
- Duration and pay structure
- Required documentation and notice periods
- Approval process and employer responsibilities
- Job protection and benefits continuation
- Return-to-work procedures
- HR contact information

Structure as a clear reference guide employees can bookmark.


12. HR Compliance Audit Framework

Use when: Conducting systematic compliance reviews

Act as an HR Compliance Officer. Develop a general HR compliance audit checklist framework covering these key areas:

1. **Hiring & Onboarding:** Employment eligibility, contracts, non-discrimination
2. **Compensation:** Wage compliance, overtime, pay equity
3. **Working Time:** Hour limits, break requirements, scheduling
4. **Data Privacy:** Employee records, data protection compliance
5. **Health & Safety:** Workplace safety standards, incident reporting
6. **Anti-Discrimination:** Policies, training, complaint procedures
7. **Employee Relations:** Grievance procedures, disciplinary processes
8. **Termination:** Notice periods, final pay, documentation
9. **Benefits Administration:** Statutory benefits, enrollment processes
10. **Record Keeping:** Document retention, audit trails

For each area, list 3-4 specific items to verify and documentation requirements.


V. STRATEGIC HR INITIATIVES

13. Mental Health & Wellbeing Strategy

Use when: Developing comprehensive employee wellness programs

Act as an HR Strategist developing a comprehensive mental health and wellbeing program for our [company size/industry] organization.

**Program Structure:**
- **Prevention:** Stress management, work-life balance initiatives
- **Awareness:** Mental health education, stigma reduction
- **Support:** EAP services, counseling resources, peer support
- **Culture:** Psychological safety, supportive management training

**Key Components:**
- Manager training on mental health conversations
- Flexible work policies supporting wellbeing
- Digital wellness tools and resources
- Crisis support procedures

**Success Metrics:** Engagement scores, absenteeism, program utilization
**Implementation:** 12-month rollout plan with quick wins and long-term initiatives


14. Exit Interview Analysis & Retention Strategy

Use when: Converting departure insights into retention actions

Assume you are an HR Analyst. Based on these exit interview themes from last quarter:
- [Theme 1: e.g., 'Limited career advancement opportunities']
- [Theme 2: e.g., 'Work-life balance concerns']
- [Theme 3: e.g., 'Compensation below market rate']
- [Theme 4: e.g., 'Lack of challenging work']

Propose 3 concrete, actionable retention strategies. For each strategy:
- Explain the rationale and expected impact
- Suggest implementation timeline and resources needed
- Identify key success metrics and measurement methods
- Address potential obstacles and mitigation approaches


15. DEI Recruitment Strategy

Use when: Improving diversity in hiring pipelines

Our company wants to enhance diversity in recruitment, particularly for [specific roles/levels]. Propose a 3-pronged DEI recruitment strategy:

**Prong 1: Pipeline Development**
- University partnerships and early talent programs
- Professional association collaborations
- Community outreach initiatives

**Prong 2: Process Improvement**
- Bias reduction in job descriptions and requirements
- Structured interview processes
- Diverse interview panels

**Prong 3: Employer Branding**
- Inclusive company storytelling
- Employee resource group visibility
- Diverse leadership representation

For each prong, provide 2-3 specific, measurable actions with timelines.


16. Unconscious Bias Training Module

Use when: Designing bias awareness programs

Design a 90-minute interactive unconscious bias training module for all employees, with special focus for hiring managers.

**Module Structure:**
- Learning objectives (general employees vs. hiring managers)
- Bias definition and common types
- Workplace impact examples (hiring, promotions, team dynamics)
- Personal bias identification techniques
- Mitigation strategies for daily interactions
- Hiring-specific guidance (resume screening, interviewing)
- Interactive exercises and case studies
- Individual action planning

Include 3-4 specific interactive activities and assessment methods.


17. Employee Grievance Framework

Use when: Establishing fair complaint resolution processes

Outline a multi-step grievance resolution framework for a [organization size/type]. Include:

**Process Stages:**
- Initial complaint submission options
- Investigation procedures and timelines
- Escalation pathways and decision-makers
- Resolution documentation requirements

**Key Principles:**
- Fairness and objectivity standards
- Confidentiality protections and limitations
- Anti-retaliation safeguards
- Due process rights

**Roles & Responsibilities:**
- Employee, supervisor, HR, and management duties
- Third-party involvement when needed

**Communication Strategy:**
- How to promote awareness and trust in the system
- Training requirements for administrators


18. Performance Review Communication Plan

Use when: Rolling out annual performance cycles

Draft a communication plan for the upcoming annual performance review and goal-setting cycle covering:

**Key Messages:**
- Process objectives and company priorities
- Timeline and critical deadlines
- New tools, forms, or process changes
- Expectations for quality feedback and goal-setting

**Communication Channels:**
- Manager briefing sessions and toolkits
- Employee webinars and resource guides
- Email sequences and intranet updates
- Help desk and support resources

**Timeline:**
- Pre-launch preparation (manager training)
- Launch communications
- Mid-cycle reminders and support
- Post-cycle feedback and improvements

Include sample manager talking points and employee email templates.


19. HR Analytics Dashboard

Use when: Establishing strategic HR metrics

Suggest 8-10 key HR metrics for a monthly/quarterly senior management dashboard. For each metric, explain:

**Strategic Metrics:**
- Overall vs. regrettable turnover rates
- Diversity representation by organizational level
- Internal mobility and promotion rates
- Employee engagement/eNPS trends
- Time-to-fill for critical roles
- Training ROI and skill development tracking
- HR cost per employee
- Absenteeism and wellness indicators

**For each metric:**
- Why it's strategically important
- What insights it provides for decision-making
- How it connects to business outcomes
- Benchmark considerations and trend analysis


20. Benefits Communication Strategy

Use when: Introducing new employee benefits

Our company is introducing [new benefit, e.g., 'comprehensive wellness program']. Create an employee communication plan including:

**Key Information:**
- Benefit description and employee advantages
- Eligibility criteria and enrollment process
- Cost implications and payroll impacts
- Implementation timeline and key dates
- Support resources and contact information

**Communication Approach:**
- Multi-channel rollout strategy
- Manager briefing materials
- Employee FAQ development
- Ongoing support and feedback collection

**Success Metrics:**
- Enrollment rates and employee adoption
- Communication effectiveness measures
- Employee satisfaction with rollout process

Include sample announcement email and manager talking points.


Pro Tips for Better Results

1. Be Specific: Replace all bracketed placeholders with detailed information
2. Follow Up: Ask ChatGPT to expand on specific sections or provide examples
3. Iterate: Use phrases like "make this more specific to..." or "add implementation details"
4. Customize: Always adapt the output for your company culture and legal requirements
5. Combine Prompts: Use multiple prompts for complex projects (e.g., DEI strategy + communication plan)

Legal Disclaimer

This guide provides general frameworks only. Always:

• Consult legal counsel for compliance requirements
• Adapt content for your specific jurisdiction
• Review all output before implementation
• Never input confidential employee information
• Validate approaches against company policies

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These prompts accelerate your strategic thinking but don't replace professional HR judgment and expertise.