20 skills
Hr People Suite
All Hands Script Hr
Build compelling all-hands meeting scripts that inform, align, and energize your entire workforce. This skill guides you through CEO keynote scripting, department update structures, Q&A facilitation plans, and hybrid/virtual event considerations using the Town Hall format, Pyramid Principle messaging, and ADKAR change communication framework. Use when planning company-wide meetings, quarterly town halls, organizational announcements, or change communication events.
hr peopleCompensation Benchmarking
Design data-driven compensation structures that attract and retain talent while maintaining internal equity and budget discipline. This skill walks you through market pricing methodology, pay equity analysis using regression-based approaches, comp ratio calculations, and salary band design with geographic differentials. Use when building compensation bands, conducting market analysis, preparing equity adjustment proposals, or creating total compensation statements for employees and candidates.
hr peopleCulture Document
Create a living culture document that articulates your organization's values, norms, and behavioral expectations in a way that actually shapes daily decisions. This skill uses the Competing Values Framework (Cameron & Quinn), Schein's Three Levels of Culture model, and values operationalization methodology to move beyond aspirational posters into actionable culture artifacts. Use when defining company values, writing culture handbooks, preparing for culture audits, or designing culture interview questions for hiring.
hr peopleDei Initiative Brief
Comprehensive DEI initiative brief generator for HR and people leaders. Use this skill when building diversity strategies, launching ERGs, designing inclusion programs, setting representation goals, or creating executive-ready DEI roadmaps. Triggers on phrases like "DEI strategy," "diversity plan," "inclusion initiative," "ERG launch," "belonging program," or "representation goals." Produces maturity assessments, intersectionality frameworks, metrics dashboards, and 12-month execution plans grounded in SHRM and Catalyst research.
hr peopleEmployee Handbook
Build the employee handbook you told the board you'd have done six months ago. Use this skill when you have passed 15 employees, a state labor department starts asking questions, or your series-A due diligence list includes "please share your handbook." Produces a 40 to 60 page handbook covering employment basics, compensation and benefits, time off, conduct, technology use, safety, and the acknowledgment page every new hire signs. Includes a short-form summary for the careers page, a change-log template for future updates, and state-supplement sections for California, New York, and Texas. Tuned for US employers with 15 to 250 employees.
hr peopleEmployee Survey
Run an employee engagement survey that gives you usable signal, not a 6-page PDF from Gallup you never open again. Use this skill when leadership wants a quarterly pulse or an annual deep-dive and you need a questionnaire that people actually finish. Produces a 22-question survey covering engagement, manager quality, compensation fairness, and belonging, a shorter 8-question pulse version for between cycles, and an analysis template that separates high-impact scores from vanity metrics. Includes an anonymous-launch email, a comms plan for sharing results, and follow-up commitments that rebuild trust when scores are flat. Works in Culture Amp, Lattice, or a plain Google Form.
hr peopleExit Interview Guide
Run an exit interview that actually surfaces why people are leaving — not just what they are willing to say on their last Friday. Use this skill when an employee has given notice and you want a structured 30-minute conversation that yields data you can act on, not a HR formality. Produces a facilitator script with 22 open-ended questions grouped by theme (manager, team, compensation, culture, day-to-day work), a written-response alternative for departing remote staff, and a quarterly rollup template that turns individual interviews into retention patterns. Includes boundary language for ex-employees who want to vent without burning bridges.
hr peopleHr Policy Template
Draft the HR policy you keep meaning to write down — PTO, harassment, BYOD, social media, or whatever the ops team is firefighting this month. Use this skill when your company has outgrown verbal norms and you need a policy document that managers can actually enforce without pinging legal. Produces a full policy with purpose statement, scope, employee obligations, manager responsibilities, examples of acceptable and unacceptable behavior, escalation path, and version history. Flags the sections most employment lawyers redline and notes where California, New York, and Illinois law diverge. Written for US employers with 10 to 500 employees.
hr peopleInterview Question Bank
Build an interview question bank that catches the people who talk well but cannot do the job. Use this skill when you are standing up a hiring loop for a new role and you want calibrated questions tied to specific competencies, not a list scraped off Glassdoor. Produces 40 to 60 questions organized by competency (role-specific skills, collaboration, judgment, ownership, communication), each with a written example of a strong answer, a weak answer, and what follow-up to ask. Includes a scorecard template for Greenhouse or Ashby, a debrief script for the hiring panel, and a bias-check sheet for the recruiter. Written for US interview practice.
hr peopleJob Description Template
Write a job description that attracts qualified applicants instead of 400 resumes from people who cannot do the job. Use this skill when you are opening a req and need clear copy for Greenhouse, LinkedIn, or your careers page that filters for real fit. Produces a two-page description with role summary, day-in-the-life outline, five to seven must-have requirements, nice-to-haves kept separate, comp range (required in CA, CO, NY, WA), and an inclusive close. Includes a plain-English version for the public ad and a structured version for the ATS. Flags gendered and exclusionary phrases plus EEO language to paste unchanged.
hr peopleManager 1on1 Agenda
Make the weekly 1:1 the most useful 30 minutes on your calendar, not the meeting everyone reschedules. Use this skill when you are a new manager, or a veteran who has drifted into status-update mode, and you want a structured agenda that covers what is actually going on. Produces a four-block agenda (wins, blockers, growth, feedback both ways), a running doc template the employee co-owns, question prompts to rotate monthly, and a quarterly career-conversation supplement. Includes guidance on when to skip a 1:1 versus power through and how to handle the employee who always says "everything's fine." Works in Notion, Linear, Lattice, or a shared Google Doc.
hr peopleOffer Letter Template
Draft a legally sound, candidate-friendly offer letter in under ten minutes. Use this skill when you are hiring an employee (W-2 or contractor) and want a reviewable document that covers compensation, equity vesting, start date, at-will language, and the eight clauses most startup lawyers flag on review. Produces two variants — a warm offer for a first-choice candidate and a firmer position-of-strength version for a competitive search — plus a redline checklist for your employment counsel. Written for US state employment law and flags where California, New York, and Massachusetts diverge.
hr peopleOnboarding Plan Hr
Ship a 30-60-90 day onboarding plan that gets a new hire to contribution faster than the industry average of four months. Use this skill when a signed offer comes back and you want a repeatable plan — not a Notion doc the hiring manager forgets to open. Produces a pre-first-day checklist covering laptop, access, Slack, and benefits enrollment, a week-one itinerary with specific intro meetings, a 30-day goal sheet with two to three measurable outcomes, and a 90-day review template. Includes onboarding-buddy instructions, a remote-friendly variant, and manager talking points for the week-two check-in. Works with BambooHR, Rippling, or a plain shared drive.
hr peoplePerformance Review
Write a performance review a manager is willing to read, sign, and defend in the comp calibration meeting. Use this skill when the annual or mid-year review cycle lands and you need feedback that goes beyond "meets expectations" without turning into a novel. Produces a full review with accomplishments, strength summary, growth areas with two concrete examples each, a rating narrative that matches your company's rubric, and a forward-looking development plan. Includes a manager-to-self-review comparison framework, talking points for the delivery conversation, and distinct templates for ICs, new managers, and senior leaders. Pairs with Lattice, 15Five, or a plain Google Doc.
hr peoplePip Template
Write a performance improvement plan that either turns the employee around or stands up in an unemployment hearing. Use this skill when a manager has raised concerns for two review cycles and you need a documented PIP with clear expectations, measurable goals, and a defined timeline. Produces the PIP document itself with behavior-based feedback, three to five SMART improvement goals, weekly check-in cadence, and consequence language if goals are missed. Includes a manager script for the delivery conversation, a 30-day and 60-day checkpoint template, and HR documentation the skill attorney will sign off on. Written for US at-will employment contexts.
hr peoplePromotion Justification
Write the promotion case that survives the committee and does not die in the "not quite ready" pile. Use this skill when you are a manager taking a report to the next level (IC4 to IC5, senior to staff, manager to director) and need a written justification that meets your career ladder, not feelings. Produces a three-page memo with scope-of-impact evidence, examples mapped to each ladder competency, peer and stakeholder quotes, a 12-month growth arc, and an answer to the predictable "what is different now versus six months ago" question. Includes a calibration-meeting one-pager and a manager talking-points doc for delivering the outcome.
hr peopleRecognition Program
Stand up an employee recognition program that feels earned, not like a $25 Amazon card thrown at the problem. Use this skill when leadership has decided appreciation is missing and you need to design the program before committing any budget. Produces a program blueprint with peer-to-peer, manager-to-report, and milestone recognition tracks, nomination criteria that discourage popularity contests, reward tiers ranging from shout-outs to spot bonuses, a communications plan for launch, and a quarterly review cadence. Includes manager talking points, a Slack rollout template for tools like Bonusly or Matter, and a measurement framework tied to eNPS and retention rather than smile counts.
hr peopleRemote Work Policy
Put your remote work policy in writing before the next ask-to-move-to-Portugal email lands in your inbox. Use this skill when your team has gone remote-by-default or hybrid and you still do not have a document that answers where people can live, what counts as core hours, and who pays for the home office setup. Produces a policy covering eligibility, location rules, equipment stipend, expense reimbursement, security expectations, communication norms, and tax-nexus triggers by state. Includes a separate short-form policy for job postings and a manager FAQ. Flags where multi-state remote work creates payroll registration requirements.
hr peopleSkip Level Meeting Guide
Run a skip-level meeting that gets candid signal on how a manager is doing without making the employee feel like a rat. Use this skill when you are a VP or director running quarterly skip-levels with your direct reports' reports and want a 45-minute conversation that yields real data on team health. Produces a pre-meeting prep checklist, a 12-question agenda covering workload, manager support, career growth, and cross-team blockers, a note-taking template, and a post-meeting action-item tracker. Includes boundary language for what feedback gets shared back up and what stays confidential, plus a summary framework you can bring to your 1:1 with the manager.
hr peopleTermination Guide
Prepare a termination conversation that is clear, humane, and legally defensible in one sitting. Use this skill when you have decided to end someone's employment — for cause or as part of a RIF — and need a plan for the meeting, the paperwork, and the first 24 hours after. Produces a meeting script under 300 words, a separation letter with final-pay and benefits language, a severance agreement template with optional release, and a manager checklist for access revocation, personal property handoff, and team communication. Flags final-paycheck rules for California, Colorado, and Massachusetts. Not a substitute for employment counsel on sensitive cases.