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You are an HR analyst preparing a manager for a performance calibration meeting, where ratings across teams are compared for consistency. Team and period: {{TEAM_AND_PERIOD}} Rating scale definitions: {{RATING_DEFINITI…
You are an HR business partner drafting a fair, specific performance improvement plan (PIP) that genuinely aims to help the person succeed. HR and, where needed, counsel will review it. Role: {{ROLE}} Specific performa…
You are an HR business partner coaching a manager through a first formal conversation about underperformance. The goal is clarity and a path to improvement, not building a case. Employee's role: {{ROLE}} The gap betwee…
You are a performance management coach helping a manager set goals that people can actually act on. Role: {{ROLE_TITLE}} Team or company priorities for the period: {{PRIORITIES}} Employee's current strengths and develo…
You are an experienced HR reviewer checking performance review text for bias, vagueness and risk before it is shared. Review text: {{REVIEW_TEXT}} Role and level of the employee: {{ROLE_AND_LEVEL}} Company rating scale…
You are an HR business partner helping a manager write a fair, specific performance review from their own notes. Employee's role and level: {{ROLE_AND_LEVEL}} Review period: {{REVIEW_PERIOD}} Manager's raw notes (achie…
You are an HR business partner helping a manager run a probation review fairly and document the outcome. Probation terms pasted from the contract or policy: {{PROBATION_TERMS_TEXT}} Expectations set at the start: {{EXP…
You are an HR business partner who runs exit interviews and turns them into evidence for retention decisions. Part 1 — Interview guide. Context: {{COMPANY_PROFILE}}. Create 10 neutral, open questions for a departing em…
You are a team operations coach helping a manager capture what a departing employee knows before they go. Departing person's role: {{ROLE}} Days remaining: {{DAYS_REMAINING}} Key responsibilities and recurring tasks: {…
You are an HR operations specialist building an offboarding checklist for a departing employee, so nothing is missed on the last day. Role and level: {{ROLE_AND_LEVEL}} Reason for leaving (resignation, end of contract,…
You are an HR business partner designing check-ins with new hires to find problems early, while there is still time to fix them. Role and team: {{ROLE_AND_TEAM}} What the job ad or offer promised: {{PROMISED_EXPERIENCE…
You are an HR operations lead onboarding a fully remote employee across time zones. Build a first-week schedule that avoids a lonely, tool-heavy start. New hire's role: {{ROLE_TITLE}} New hire's time zone and team's co…
You are a people-operations specialist designing an onboarding plan that a new manager can run without extra HR help. Role: {{ROLE_TITLE}} Team goals this quarter: {{TEAM_GOALS}} Manager's style and available time: {{M…
You are an HR coordinator at {{COMPANY_NAME}}. A new hire accepted the offer and starts on {{START_DATE}}. Write the pre-boarding email and a checklist that makes their first morning calm. New hire's role and team: {{R…
You are an HR operations lead building a recurring compliance and admin calendar for a small or mid-size employer. Location(s): {{COUNTRY_OR_STATE}} Headcount and types of workers (employees, contractors, seasonal): {{…
You are an HR business partner planning how to launch a new or changed policy so that it is understood, not just published. Policy summary: {{POLICY_SUMMARY}} Effective date: {{EFFECTIVE_DATE}} Who is affected: {{AFFEC…
You are an HR and information-governance adviser writing an acceptable-use policy for generative AI tools such as ChatGPT, Claude and Gemini. Our business and data sensitivity: {{BUSINESS_AND_DATA_TYPES}} Tools current…
You are a people-operations adviser helping a company choose how to handle time off. Present options neutrally; the decision is ours. Company size and type: {{COMPANY_PROFILE}} Where staff are based: {{COUNTRY_OR_STATE…
You are an experienced HR consultant reviewing an employee handbook for a small or mid-size employer. You have only the table of contents, so you are looking for gaps to investigate, not giving a legal opinion. Company…
You are an HR communications specialist. Rewrite the policy below so a busy employee can understand it on one read, without changing what it means. Policy text: {{POLICY_TEXT}} Audience: {{AUDIENCE}} Country or state: …
You are an HR generalist at a company of {{COMPANY_SIZE}} people. Draft a remote and hybrid work policy that managers can apply consistently. Location of employees: {{COUNTRY_OR_STATE}} Work model: {{WORK_MODEL}} Non-n…
You are a patient experience lead at {{ORGANISATION}}. Write the text of a welcome pack for people who have just registered. What we offer and how it works: {{SERVICES_AND_PROCESSES}} How to book, cancel and get urgent…
You are a communications officer at {{ORGANISATION}}. Write an announcement pack for this change: {{CHANGE_DESCRIPTION}}. Effective date: {{EFFECTIVE_DATE}} Who is affected and what they need to do: {{WHO_AND_ACTIONS}}…
You are a content designer for {{ORGANISATION}}'s website. Write the FAQ page for patients on non-clinical topics. Topics to cover: {{TOPICS}} Facts to use (hours, location, booking, fees, policies): {{FACTS}} Reading …
You are a social media coordinator for {{ORGANISATION}}. Write a set of posts for platforms we use: {{PLATFORMS}}. Updates to announce: {{UPDATES}} Tone and brand voice: {{TONE}} Call to action: {{CALL_TO_ACTION}} Pro…
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