People & HR

Create a 30/60/90-day onboarding plan for a new [ROLE] joining [TEAM/DEPARTMENT]. Include: (1) Week 1: orientation, tools setup, key contacts, (2) Days 1-30: learning goals and shadowing, (3) Days 31-60: first deliverables and independence, (4) Days 61-90: full ownership and review. Add success metrics for each phase and a buddy/mentor assignment.

Help me prepare for a difficult conversation with [EMPLOYEE NAME] about [SITUATION — performance issue / behaviour concern / role change / redundancy]. Draft: (1) Opening statement that is direct but empathetic, (2) Key facts and specific examples, (3) Impact of the situation, (4) Clear expectations going forward, (5) Support offered. Tone: respectful, factual, and solution-focused.

Create a D&I report. Include: demographics, hiring diversity, promotion rates by group, pay equity, employee sentiment, progress vs goals, action plan.

Design a [NUMBER — 10 / 15 / 20]-question employee engagement survey for [DEPARTMENT/COMPANY]. Cover: (1) Job satisfaction, (2) Manager relationship, (3) Growth opportunities, (4) Work-life balance, (5) Company culture. Use a mix of 1-5 scale questions and open-ended questions. Include a scoring framework and benchmark targets.

Analyse these exit interview responses from [NUMBER] departing employees. Identify: (1) Top 5 reasons for leaving, (2) Common themes and patterns, (3) Which departments or roles are most affected, (4) Specific actionable recommendations to improve retention, (5) Quick wins vs long-term changes. Present as an executive summary with a data table.

Generate 10 interview questions for a [ROLE] candidate. Include: 3 technical/skill questions, 3 behavioural (STAR format), 2 situational, and 2 culture-fit questions. For each question provide: what good looks like, what a red flag looks like, and a 1-5 scoring guide.

Write a job description for [ROLE] at [COMPANY/TEAM]. Include: (1) An engaging role summary (not a requirement list), (2) Key responsibilities (5-7 bullets), (3) Must-have skills (keep to 5), (4) Nice-to-have skills (3 max), (5) What we offer (benefits, culture, growth). Use inclusive language. Remove unnecessary requirements that could discourage diverse candidates.

Write a performance review for [EMPLOYEE NAME] in the role of [ROLE]. Based on these achievements: [ACHIEVEMENTS] and these areas for improvement: [AREAS]. Include: (1) Overall assessment, (2) Key strengths with specific examples, (3) Growth areas with actionable suggestions, (4) Goals for next period. Tone: constructive, specific, and fair.

Review this resume and compare it to the job description for [ROLE]. Score the candidate 1-10 on: (1) Technical skills match, (2) Experience level, (3) Culture fit indicators, (4) Red flags or gaps. Provide a 3-sentence summary and recommend: Strong Yes, Yes, Maybe, or No.

Research the current salary range for [ROLE] in [LOCATION/MARKET]. Consider: (1) Experience levels (junior, mid, senior), (2) Industry variations, (3) Remote vs on-site differences, (4) Total compensation including benefits. Present as a table with low, median, and high ranges. Note your sources and confidence level.

Create a succession plan for [ROLES]. For each: current holder, criticality, ready-now successors, ready-in-1-year, development plans, vacancy risk, interim coverage.

Suggest 5 icebreaker activities for a [TYPE — team meeting / workshop / all-hands / virtual event] with [NUMBER] participants. Each icebreaker should: take under 5 minutes, work for both introverts and extroverts, not require preparation from participants, and relate to [THEME — team bonding / creativity / learning / fun]. Include instructions for each.