HR Skills

This is the entry point for the HR Skills library. It does not answer HR questions directly — its only job is to identify which specialized skill(s) below apply to the task and tell you which skills/<name>/SKILL.md to load next.

How to use this skill

1. Identify the domain(s). Match the user's request against the routing tables below. Most requests map to exactly one skill; cross-functional requests (e.g. "build a recruiting + onboarding plan for a new engineering team") may need two or three.
2. Load the specific skill. Read skills/<skill-name>/SKILL.md for each match before responding. Prefer the most specific match over a broad one (e.g. for "write a JD for a Senior Backend Engineer," load hr-job-description and hr-backend, not just one).
3. Check for Vietnam context. If the user's org, employees, or the task itself is Vietnam-based (labor contracts, social insurance, PIT, work permits, disciplinary process under Vietnamese law), also load hr-vietnam-context alongside the functional skill — this is a standing differentiator for this library, not an edge case.
4. Don't over-load. Only load skills that are actually relevant. Loading every plausible skill wastes context and dilutes guidance.
5. If nothing matches well, answer using general HR knowledge and say so rather than forcing a mismatched skill.

Routing tables

Talent acquisition & recruiting

Skill	Use when the task involves...
hr-candidate-assessment	asked to design a candidate assessment, build a skills test for [role], create an assessment center, build a scoring rubric, or choose the right assessment method for this role
hr-candidate-experience	asked to improve candidate experience, map the candidate journey, reduce candidate drop-off, design interview feedback, create a candidate communication plan, or measure candidate satisfaction
hr-candidate-sourcing	asked to source candidates, build a talent pipeline, write a Boolean search string, find passive candidates, draft an outreach message, or similar sourcing tasks
hr-contingent-workforce	asked to set up a contingent workforce program, classify a worker as contractor or employee, manage a VMS/MSP program, draft a statement of work, or similar contingent workforce tasks
hr-demand-planning	asked to build a headcount plan, forecast short-term hiring demand, model workforce demand, align HR capacity with business growth, create a staffing demand forecast, or plan headcount for [department or product launch]
hr-employer-branding	asked to design an employer brand strategy, build an EVP, write a careers page, design a candidate experience journey, run an employer brand audit, respond to a Glassdoor/employer reputation crisis, measure employer brand health, build an employee advocacy / referral content program, or any employer branding, talent attraction, or recruitment marketing task
hr-executive-assessment	asked to assess an executive candidate, design a leadership assessment for a C-suite hire, evaluate executive readiness, build a board-level candidate evaluation, or assess derailment risk for a leadership hire
hr-executive-search	asked to run an executive search, write an executive search brief, assess a C-suite candidate, plan CEO succession, or similar executive search tasks
hr-interviewing	asked to design structured interview questions or scoring rubrics, design a structured interview, generate behavioral questions, build an interview scorecard, evaluate candidates consistently, reduce interview bias, or any interview planning and assessment task
hr-job-analysis	asked to conduct a job analysis, define job requirements, write job content, classify a role, evaluate job complexity, run a task analysis, or audit our job structures
hr-job-description	asked to write a job description, rewrite a JD, create a job posting, improve hiring requirements, define responsibilities, write hiring criteria, or any job description and recruitment marketing task
hr-market-mapping	asked to map the talent market, build a market map for [role/industry], identify competitor talent pools, size the addressable talent market, or research org charts at target companies
hr-offer-management	asked to build an offer package, manage the offer approval process, handle a counteroffer, negotiate salary with a candidate, or track offer status across open roles
hr-passive-candidate-engagement	asked to write an outreach message to a passive candidate, engage someone who isn't looking, build a nurture sequence, re-engage a cold lead, or start a conversation without pitching a job first
hr-recruiting	asked to write or improve a job description for a role, create interview questions, screen resumes, develop employer branding, send offer letters, conduct reference checks, or any other recruiting and hiring task, or handle day-to-day recruiting tasks for a role
hr-recruitment-marketing	asked to plan a recruitment marketing campaign, write job ad copy that converts, build a careers content calendar, run a hiring campaign on [channel], or measure recruitment marketing ROI
hr-recruitment-operations	asked to design our requisition approval workflow, build recruiting SLAs, set up ATS stages and workflows, audit our recruiting process for bottlenecks, or build a recruiting operations dashboard
hr-reference-checking	asked to design reference check questions, conduct a reference call for [candidate], write a reference check template, handle a mixed or negative reference, or verify employment history
hr-retained-search	asked to structure a retained search engagement, write a retained search agreement, build a candidate slate for a retained search, or manage a retained search timeline
hr-search-strategy	asked to build a search strategy for [role], plan a search before we start sourcing, define the search brief, or decide which channels to prioritize for this search
hr-social-recruiting	asked to recruit on LinkedIn, hire through Facebook groups, avoid LinkedIn spam, write recruiter outreach messages, source passive candidates, build employer branding on social media, increase recruiter response rates, or any social recruiting, online sourcing, or community recruiting task
hr-talent-acquisition	asked to build a TA strategy, design talent pipelines, improve time-to-hire, set up ATS workflows, measure recruiting effectiveness, build sourcing channels, align hiring with business demand, or evaluate the TA operating model
hr-talent-crm	asked to set up a talent CRM, segment our talent pool, build a nurture campaign in our CRM, design talent community engagement, or improve our silver medalist re-engagement process
hr-talent-intelligence	asked to analyze talent market trends, benchmark compensation to the market, build workforce analytics, develop people analytics dashboards, conduct competitive talent intelligence, or similar talent data and analytics tasks
hr-talent-mapping	asked to map talent against future roles, build a bench for [role], track external talent for succession, create a talent pipeline map, or identify named candidates for a future opening
hr-talent-supply-chain	asked to build our talent supply chain, analyze talent supply for [role], design a build vs

Onboarding, offboarding & people operations

Skill	Use when the task involves...
hr-coordination	asked to coordinate HR activities, manage HR logistics, support HR projects, schedule HR programs, or handle HR admin tasks
hr-employee-lifecycle	asked to map the employee journey, improve the employee experience, design touchpoints across the lifecycle, create lifecycle frameworks, or similar end-to-end people management tasks
hr-employee-self-service	asked to build an employee self-service portal, design an HR chatbot, create an HR knowledge base, reduce HR inquiry volume, or improve employee access to HR information
hr-management	asked to manage the HR team, build the HR department, set HR team goals, plan the HR budget, improve HR function effectiveness, or lead the HR organization
hr-offboarding	asked to create an offboarding checklist, conduct exit interviews, manage employee separations, handle involuntary terminations, build an alumni program, or similar departure management tasks
hr-onboarding	asked to create an onboarding plan, design orientation programs, build a buddy system, write onboarding checklists, conduct exit interviews, manage knowledge transfer, create offboarding processes, or any employee onboarding or offboarding task
hr-operating-model	asked to redesign our HR function, define HRBP accountabilities, build a CoE, set up shared services, clarify HR roles, assess our HR operating model, or move to a three-pillar HR model
hr-people-operations	asked to design an onboarding workflow, set up an HRIS, build an offboarding checklist, create an employee handbook, audit HR data quality, design a people ops process, automate HR ops workflows and processes, manage employee lifecycle transitions, build an HR service delivery model, or any operational, administrative, and systems-focused HR task
hr-service-delivery	asked to design an HR service delivery model, set up HR tier 1/2/3 support, write an HR SLA, design an HR case management workflow, or similar HR service delivery tasks
hr-shared-services	asked to design an HR shared services model, consolidate HR functions, build a shared services governance model, allocate shared services costs, or similar HR shared services tasks
hr-vendor-management	asked to select an HR vendor, evaluate vendors for [HR tool/service], manage our HR vendor relationships, negotiate an HR vendor contract, or consolidate our HR vendor stack

Performance, talent & career management

Skill	Use when the task involves...
hr-business-partner	asked to act as an HR business partner, advise this manager on a people issue, build a performance improvement plan, design a workforce plan, handle an employee relations case, coach a manager through a difficult conversation, diagnose team dysfunction, prepare talent review or succession planning input, or any task where HR needs to operate as a strategic partner embedded with a business leader or team rather than as a centralized HR function
hr-career-development	asked to create career paths, build individual development plans, design career ladders, run career development conversations, develop career frameworks, or similar career growth tasks
hr-coaching-mentoring	asked to build a coaching culture, create a mentoring program, develop manager coaching skills, design coaching frameworks, run coaching sessions, or similar coaching and mentoring tasks
hr-competency-management	asked to build a competency framework, define behavioral indicators, create a competency library, apply competencies to hiring, assess competencies, update our competency model, or integrate competencies into performance reviews
hr-manager-effectiveness	asked to assess manager effectiveness, improve manager quality, build a manager effectiveness program, measure people manager performance, run a manager 360, identify underperforming managers, or develop our management population
hr-people-leadership	asked to develop people leadership skills, coach a manager, improve team leadership, build a leadership culture, give feedback to a manager, or assess people leadership effectiveness, or coach or develop an individual people leader
hr-performance-management	asked to write performance reviews, create PIPs, design appraisal forms, set employee goals or OKRs, conduct 360-degree feedback, or build recognition and succession frameworks
hr-performance-review	asked to write or calibrate an individual performance review, draft manager feedback, evaluate employee performance, write appraisal comments, create a development plan, review employee goals, or any employee performance evaluation task, or write or calibrate individual performance reviews
hr-succession-planning	asked to build a succession plan or bench strength framework, identify high-potential talent, assess leadership readiness, map critical roles, design a talent review or succession review process, run a 9-box calibration, build a leadership pipeline, create a development plan for a successor, or any succession planning, leadership continuity, and pipeline development task
hr-talent-management	asked to build a succession planning component within talent management, design a performance management framework, identify high potential employees, create a career path, build a competency model, improve internal mobility, design a talent management review and calibration process, measure employee engagement, develop a retention strategy, run a 9-box assessment, or any talent development and workforce planning task

Compensation, benefits & rewards

Skill	Use when the task involves...
hr-compensation-benefits	asked to analyze compensation data, design a bonus plan, create benefits programs, conduct a job evaluation, write a compensation philosophy, calculate pay rates, develop retention strategies, or any compensation and benefits task
hr-job-architecture	asked to build a job leveling framework, design a career ladder, create job families, define leveling criteria, audit our job titles, build a career path, standardize roles across teams, design a grade structure, benchmark roles against the market, or any job architecture, career leveling, and role standardization task
hr-recognition	asked to create a recognition program, build a rewards strategy, design peer recognition, improve appreciation culture, develop service awards, or similar recognition and reward tasks
hr-retirement-benefits	asked to design our retirement benefit offering, explain 401(k)/pension options to employees, compare retirement plan providers, communicate a retirement plan change, or help an employee understand their retirement benefits
hr-salary-benchmarking	asked to benchmark salaries for [role], compare our pay against market data, build salary ranges from market data, assess whether we're paying competitively, or choose salary survey data sources
hr-total-rewards	asked to design a compensation structure, build a salary band, run a pay equity analysis, design a benefits package, create a total rewards statement, benchmark compensation against market, design an incentive plan, build a job leveling framework for total rewards and pay equity, calculate compa-ratio, or any compensation, benefits, and total rewards task

Learning & development

Skill	Use when the task involves...
hr-leadership-development	asked to create a leadership program, develop leadership competencies, conduct leadership assessments, design executive coaching, create a leadership succession plan, develop cross-cultural leadership training, or any leadership development task, or design a leadership development program at scale
hr-learning-development	asked to design a learning program, run a skills gap analysis for learning program design, build a career development framework, design a leadership development track, build an onboarding program, respond to a capability gap crisis, measure L&D effectiveness, design a learning culture strategy, or any employee learning, skills development, or talent capability task, or design an L&D strategy or program
hr-learning-strategy	asked to build a learning strategy, design our L&D ecosystem, align learning with business priorities, evaluate our learning investment, shift to skills-based learning, or create a learning culture
hr-skills-management	asked to create a skills framework, build a skills taxonomy, identify skills gaps, design skills-based hiring, develop a skills inventory, or similar skills management tasks
hr-skills-taxonomy	asked to build a skills taxonomy, map skills to roles, design a skills ontology, run a skills gap analysis against a skills taxonomy, create a skills inventory, build a skills-based hiring framework, design skills clusters, connect skills to career paths, benchmark workforce skills against market data, or any skills classification, skills-based workforce planning, and organizational skills intelligence task
hr-training-development	asked to design a training program, create an e-learning course, develop a coaching plan, conduct a needs assessment, write a competency model, design a mentorship program, create a learning plan, or any training and development task, or create a specific training module or course
hr-workforce-capability	asked to build workforce capability, close a capability gap, assess our workforce skills, design a capability building program, create a capability heat map, identify critical capabilities, or develop a reskilling strategy

Organizational development, design & change

Skill	Use when the task involves...
hr-change-communication	asked to communicate an org change, write a change announcement, build a change communication strategy or plan, design stakeholder messaging, prepare employees for a restructuring, or communicate a new HR policy or program
hr-change-management	asked to design a change management plan, advise leadership on change communication, build a stakeholder engagement strategy, create a change readiness assessment, design training and enablement for change adoption, measure change success, or any task where HR needs to guide leaders and employees through organizational change
hr-consulting	asked to advise a business leader on a people issue, build an HR business case, consult on an org problem, run an HR diagnostic, or position HR as a strategic advisor
hr-crisis-management	asked to build a crisis response plan for HR, respond to a workplace incident, communicate during a crisis, plan for business continuity from an HR perspective, or handle a sudden leadership departure crisis
hr-design-thinking	asked to apply design thinking to HR, run an HR design sprint, apply design thinking to map the employee journey, co-design an HR solution, prototype an HR process, or use human-centered design for HR
hr-ma-integration-by-country	asked to what labor law applies to this M&A integration in [country], compare works council requirements across our merger markets, plan country-specific integration steps for [US/EU/India], or identify country-level people risks in this cross-border deal
hr-mergers-acquisitions	asked to conduct HR due diligence for an acquisition, assess culture fit before a merger, plan workforce implications of a deal, build an M&A HR integration plan, or identify people risks in this transaction
hr-organization-effectiveness	asked to assess org effectiveness, diagnose team performance issues, improve org health, run an OE diagnostic, evaluate our operating model, or measure organizational capability
hr-organizational-design	asked to redesign the org structure, build an operating model, plan a restructuring, define spans and layers, create RACI charts, or similar organizational design tasks, or redesign org structure, spans, or reporting lines
hr-organizational-development	asked to redesign our org structure, lead a change management plan, run a culture assessment, design a reorganization, develop OD communication and engagement plans, assess organizational health, facilitate a team effectiveness session, design a merger integration plan, or any organizational design, change, and culture task, or build organizational capability and change readiness
hr-post-merger-integration	asked to plan post-merger HR integration, harmonize two organizations after a merger, integrate compensation and benefits post-close, manage culture integration after an acquisition, or retain talent through post-merger transition
hr-strategic-planning	asked to create an HR strategy, align HR with business goals, build an HR roadmap, develop workforce planning, write an HR annual plan, or similar strategic HR planning tasks
hr-workforce-transformation	asked to plan a workforce transformation, design a reskilling program, assess automation impact on jobs, build a restructuring plan, or similar workforce transformation tasks

Workforce planning & analytics