20 Claude Prompts for HR That Streamline Every People Process

<context> Role title: [exact job title] Department: [department and team] Level: [individual contributor / manager / director / VP] Location: [on-site / hybrid / remote — city if relevant] Key responsibilities: [list 5-7 core duties in plain language] Must-have qualifications: [non-negotiable requirements] Nice-to-have: [preferred but not required] Salary range: [range or "confidential"] Company culture keywords: [3-5 adjectives that describe your culture] </context> <task> Write a complete job description for this role that: 1. Opens with a compelling 2-3 sentence company and role pitch (not a dry summary) 2. Lists responsibilities as outcomes, not tasks (e.g. "Own the sales pipeline" not "Manage CRM data") 3. Separates must-have from nice-to-have qualifications clearly 4. Includes a culture/values section that feels authentic, not generic 5. States compensation and benefits clearly 6. Closes with a specific, welcoming call to action </task> <constraints> - Avoid gender-coded language (use "you" not "he/she", avoid words like "rockstar", "ninja", "aggressive") - Do not list years of experience as a proxy for skill — describe the skill directly - Keep the responsibilities list to 6-8 items maximum - Write at a grade 10 reading level — clear and direct - Include an EEO statement at the bottom </constraints>

<context> Role: [job title and level] Core competencies to evaluate: [list 4-6 competencies — e.g. strategic thinking, cross-functional collaboration, data analysis, customer empathy] Interview format: [behavioral / technical / case / panel / all] Interview stage: [phone screen / first round / final round] Deal-breaker behaviors: [any specific red flags to screen for] </context> <task> Build a complete interview question bank for this role: For each competency, provide: 1. 2 behavioral questions (STAR format — Situation, Task, Action, Result) 2. 1 situational/hypothetical question 3. 1 follow-up probe question 4. Green flags — what a strong answer looks like 5. Red flags — responses that signal a poor fit Also provide: - 3 culture-fit questions specific to [COMPANY VALUES] - 2 candidate questions to ask at the end ("Do you have any questions for us?") - A scoring rubric: Exceptional / Strong / Meets Bar / Below Bar </task> <constraints> - No illegal questions (age, family status, national origin, religion, disability) - Questions must be open-ended — no yes/no questions - Behavioral questions must reference past behavior, not hypothetical preferences - Each question should map to exactly one competency for clean evaluation </constraints>

<context> Stage of process: [application review / phone screen / first round / final round] Candidate name: [first name] Role they applied for: [title] Reason for rejection: [not selected / qualifications mismatch / culture fit / stronger candidate / role on hold] Share reason with candidate: [yes / no / vague] Previous interactions: [none / phone screen / multiple interviews] </context> <task> Write a rejection email that: 1. Thanks the candidate for their time and interest 2. Clearly communicates they were not selected (no ambiguity) 3. Provides context appropriate to the stage and your stated reason policy 4. Leaves the door open for future opportunities (if genuinely appropriate) 5. Closes warmly but professionally Also provide a version with more specific feedback (for final-round candidates who deserve more). </task> <constraints> - Be direct — never make the candidate think they might still be considered - Personalize to the stage — a final-round rejection needs more warmth than an application acknowledgment - Do not promise to "keep their resume on file" unless you actually will - Avoid legal risk — do not state reasons that could imply discrimination - Send within 48 hours of the decision — do not let candidates wait - Length: 100-150 words for early stages, 200-250 for final round </constraints>

<context> Company name: [legal entity name] Candidate name: [full name] Role: [job title] Department: [department] Start date: [date] Compensation: [base salary / hourly rate] Bonus: [target bonus % or amount, if any] Equity: [options / RSUs — number and vesting schedule, if any] Benefits: [health, 401k, PTO — brief description] Employment type: [at-will / fixed term] Reporting to: [manager title] Office location: [or remote policy] Offer expiration: [date] </context> <task> Draft a complete offer letter that includes: 1. Warm congratulatory opening 2. Role details (title, department, manager, start date, location) 3. Compensation breakdown (base, bonus structure, equity if applicable) 4. Benefits summary with effective date 5. At-will employment statement (or fixed-term terms) 6. Contingencies (background check, reference check, right to work verification) 7. What to do next (sign and return by [DATE]) 8. Closing — enthusiasm and welcome 9. Signature block with HR contact </task> <constraints> - At-will language must be clear — do not imply guaranteed employment duration - Do not overstate benefits — use "eligible for" not "will receive" where enrollment applies - Equity section must note that grants are subject to board approval - Tone: warm but professional — this is someone's first impression of joining the company - Include a countersignature line for the company representative </constraints>

<context> Role: [job title and level] Department: [department] Key stakeholders: [list key people this person will work with] Tools and systems: [list the main tools they need to learn] Top 3 priorities for this person in their first quarter: [list] Manager's style: [hands-on / autonomous / structured / flexible] </context> <task> Create a detailed 30-60-90 day onboarding plan for a new [ROLE]: For each 30-day phase, define: 1. Learning objectives — what they need to know by the end of this phase 2. Relationship objectives — who they should have met and what they should understand about those relationships 3. Output objectives — what tangible work they should have delivered 4. Key milestones and checkpoints 5. Resources (documents, systems, shadowing opportunities) 6. Manager touchpoints — frequency and focus of 1:1s End with: - Success criteria for completing onboarding - Red flags that suggest onboarding is off track - A week-1 schedule template (day-by-day) </task> <constraints> - Be specific to the role — no generic "meet the team" platitudes - Include measurable outcomes for each phase, not just activities - Balance learning with early contribution — people disengage if they only consume for 90 days - Flag which objectives are flexible vs. non-negotiable </constraints>

<context> New hire name: [first name] Role: [job title] Start date: [date] Manager name: [first name] First day schedule: [brief — what will day 1 look like?] Logistics to cover: [where to go / who to ask for / what to bring / IT setup] Company Slack/communication tool: [tool name and any channels to join] Any pre-reading or pre-work: [list or "none"] Tone: [warm and personal / professional / startup casual] </context> <task> Write a pre-start welcome email from the manager to the new hire that: 1. Expresses genuine excitement about them joining 2. Tells them exactly what to expect on day 1 (no vague "we'll figure it out") 3. Covers all logistics clearly (no surprises) 4. Introduces 1-2 people they should know before they arrive (with context on who they are) 5. Shares 1-2 things to read or explore before day 1 (optional but useful) 6. Closes with an open invitation to reach out before the start date </task> <constraints> - Send this email 3-5 days before the start date — not the week before - Specific logistics prevent anxiety — include building access, parking, lunch plans - Tone should match the company culture keyword: [CULTURE KEYWORD] - Length: 300-400 words — detailed enough to be helpful, short enough to read - Include manager's direct contact (phone or Slack handle) </constraints>

<context> Survey timing: [end of week 1 / end of month 1 / end of 90 days / all three] Goals: [what specific things do you want to know? — e.g. process clarity, manager support, culture fit, tooling] Format: [scale questions only / open-ended only / mix] Anonymity: [anonymous / attributed] Action plan: [we will share results and act on them / internal use only] </context> <task> Build a new hire onboarding survey for [TIMING]: Include: 1. 5-7 scaled questions (1-5 or 1-10) covering: role clarity, manager effectiveness, tooling and access, cultural integration, support received 2. 3-4 open-ended questions that generate actionable qualitative feedback 3. 1 NPS-style question: "How likely are you to recommend joining [COMPANY] to a friend? (0-10)" 4. Instructions to display at the top of the survey 5. Recommended follow-up actions based on different score ranges Also provide: - Analysis framework: how to interpret results and identify systemic vs. individual issues - What to do when scores are low </task> <constraints> - Questions should be specific enough to generate actionable data (not "How was your experience?") - Avoid leading questions - Keep the survey under 10 minutes to complete — response rate drops sharply after that - Include at least one question that captures what is working well, not just gaps </constraints>

<context> Company size: [number of employees] Remote / hybrid / on-site: [specify] Buddy role: [peer / slightly senior / cross-functional] Program duration: [first 30 days / 90 days / 6 months] Buddy time commitment expected: [hours per week] Goals for the program: [culture integration / social connection / practical guidance / all] </context> <task> Create a complete buddy program guide for new hire onboarding: Include: 1. Program overview — purpose, duration, what success looks like 2. Buddy selection criteria — who makes a good buddy and who doesn't 3. Buddy responsibilities — specific, not vague 4. Suggested interaction schedule — week by week for the first month, then monthly 5. Conversation starters and topics for each touchpoint 6. What buddies should NOT do (refer to manager / HR for specific issues) 7. Recognition — how to acknowledge buddies who do this well 8. A one-page quick-start card for new buddies Also provide a 5-question buddy matching form to pair new hires with compatible buddies. </task> <constraints> - Make buddy responsibilities specific and time-bounded — vague programs die in 2 weeks - Separate "buddy" from "manager" and "HR" roles clearly to avoid confusion - Include an opt-out mechanism — not every pairing works - Keep the quick-start card to one page — buddies won't read a 10-page guide </constraints>

<context> Employee name: [first name] Role: [job title] Review period: [e.g. H1 2026, Q1 2026, annual] My role: [their manager / skip-level] Key accomplishments this period: [list 4-6 specific achievements with impact where possible] Areas for development: [list 2-3 honest gaps or growth areas] Overall performance rating: [exceeds / meets / below expectations — or your company's scale] Tone: [formal / conversational] </context> <task> Write a complete performance review for [EMPLOYEE NAME]: Structure: 1. Overall performance summary (3-4 sentences, opening with the rating rationale) 2. Key accomplishments — for each: what they did, the impact, and what it demonstrates about their capabilities 3. Development areas — for each: specific observation (not personal criticism), the impact of the gap, and a concrete development suggestion 4. Collaboration and culture (how they work with others) 5. Goals for next period — 3-4 specific, measurable objectives 6. Closing statement — forward-looking and motivating </task> <constraints> - Be specific — no generic phrases like "strong communicator" without an example - Development areas must be framed as growth opportunities, not failures - Do not use legally risky language (avoid references to protected characteristics) - Balance: even a "below expectations" review should acknowledge genuine strengths - Length: 400-600 words — substantive but readable </constraints>

<context> Employee name: [first name] Role: [job title] Core performance issues: [describe specifically — behaviors, outcomes, or metrics that are below standard] Prior feedback given: [dates and nature of prior discussions] Standard expected: [what "meeting expectations" looks like for this role] PIP duration: [30 / 60 / 90 days] Support offered: [coaching, training, check-in frequency, resources] </context> <task> Draft a Performance Improvement Plan (PIP) for [EMPLOYEE NAME]: Include: 1. Purpose statement — framed as a support plan, not a termination precursor 2. Performance gaps — specific, documented, observable behaviors or results (not attitudes) 3. Expected standards — measurable, specific, observable targets 4. Action plan — specific steps the employee and manager will take 5. Support and resources — what will be provided 6. Check-in schedule — frequency, format, and what will be reviewed 7. Consequences — what happens at end of PIP: improvement / extended plan / separation 8. Employee acknowledgment section Also provide: talking points for the manager when presenting the PIP to the employee. </task> <constraints> - Every gap must be documented and observable — no "attitude" or "fit" language - Standards must be measurable — "improve communication" is not acceptable; "respond to Slack messages within 4 business hours" is - Tone: supportive and clear — the goal is improvement, not documentation for termination - Have employment counsel review before issuing - Include dates and signature lines for both manager and employee </constraints>

<context> Calibration group: [department / level / all managers] Rating scale: [your company's scale — e.g. 1-5, or Exceeds/Meets/Below] Number of employees being calibrated: [approximate] Common calibration problems at your company: [e.g. grade inflation, recency bias, manager advocacy over merit] Time available: [hours] </context> <task> Design a calibration session agenda and facilitation guide: Include: 1. Pre-session prep — what managers must do before the meeting (data, documentation) 2. Session agenda with time allocations 3. Calibration criteria — how to distinguish each rating level with concrete behavioral examples 4. Facilitation prompts — specific questions to ask when ratings seem off 5. How to handle disagreements between managers 6. Bias check interventions — prompts to catch recency bias, affinity bias, and grade inflation 7. Output template — how to document final calibrated ratings Also provide: a one-page calibration rubric that can be distributed to all managers before the session. </task> <constraints> - Include explicit prompts to surface high performers who might be overlooked (often quieter, remote, or from underrepresented groups) - Facilitate toward data, not advocacy — define "strong performance" before individual names come up - Build in a forced distribution check only if your company uses one — do not impose it if they don't - Session output must be documented for HR records </constraints>

<context> Feedback type: [performance gap / behavioral issue / missed goals / interpersonal conflict / attendance] Employee: [role and approximate tenure] Specific behavior or gap: [describe exactly what happened — observed behavior, not interpretation] Impact of the behavior: [on the team, business, or specific individuals] Desired change: [specific behavior you want to see instead] Prior conversations on this topic: [none / 1 prior discussion / ongoing issue] </context> <task> Script a difficult feedback conversation: 1. How to open: set the tone and purpose in 2-3 sentences 2. Delivering the feedback: using the SBI model (Situation → Behavior → Impact) 3. Pause and listen: what to do and say after delivering the feedback 4. Anticipated responses and how to handle each: - Defensiveness / denial - Agreeing too quickly (without real understanding) - Blame-shifting - Emotional reaction 5. Agreeing on next steps: how to close with a specific commitment 6. Follow-up: what to document and send after the conversation Also provide: exact phrases to use and phrases to avoid. </task> <constraints> - Lead with the specific behavior, not the interpretation or label - Do not soften the message to the point of confusion — the employee must understand the seriousness - If this is a final warning conversation, make that explicit - Script should be conversational — real sentences, not bullet points - Include a 3-sentence follow-up email template to send same day </constraints>

<context> Policy type: [remote work / PTO / harassment / expense reimbursement / social media / other] Company size: [number of employees] States of operation: [list] Policy goal: [what problem this policy solves or behavior it governs] Current state: [no policy exists / outdated policy needs revision / incident prompted this] Tone: [formal / conversational / startup-friendly] </context> <task> Write a complete [POLICY TYPE] policy: Structure: 1. Policy purpose (1-2 sentences — why this policy exists) 2. Scope — who this applies to 3. Policy statement — the actual rules, written clearly 4. Procedures — how to follow the policy in practice 5. Responsibilities — what employees must do, what managers must do, what HR must do 6. Exceptions and approval process 7. Consequences for violations 8. Related policies and resources 9. Effective date and review schedule Also provide: a one-paragraph employee announcement introducing the new policy. </task> <constraints> - Write the policy statement in plain English — employees must understand it without a lawyer - Include specific examples for any ambiguous situations - Flag any provisions that require legal review before issuing - Avoid absolutes ("never", "always") where exceptions are genuinely needed - State the version number and effective date at the top </constraints>

<context> Section to update: [which section of the handbook] Reason for update: [new law / company policy change / merger / feedback from employees / audit finding] Current text: [paste the current section] Changes needed: [describe what needs to change and why] States affected: [if the change is jurisdiction-specific] </context> <task> Rewrite this handbook section incorporating the required changes: [PASTE CURRENT SECTION] Provide: 1. The fully updated section (complete rewrite, not tracked changes) 2. A summary of every change made and the reason for each 3. Any additional changes I should make but didn't ask for (based on legal best practice) 4. A version comparison table: Old language | New language | Reason Also flag: - Any provisions in the current version that are legally risky and should be fixed regardless - Any provisions that conflict with other standard handbook sections </task> <constraints> - Match the existing handbook's tone and formatting style - Do not delete required disclosures — only update language, not substance, unless specifically asked - Flag any changes that require a signed employee acknowledgment - Include an "effective date" and "replaces version dated [X]" note </constraints>

<context> Complaint type: [harassment / discrimination / retaliation / misconduct / theft / other] Parties involved: [complainant role / respondent role — no names needed] Complaint summary: [describe what was alleged, when, and in what context] Prior investigation history: [first complaint / repeat allegation / part of a pattern] Investigation timeline: [how quickly this must be resolved] Investigator: [internal HR / outside counsel / third-party investigator] </context> <task> Create a workplace investigation plan: 1. Preliminary steps — what to do before the first interview (evidence preservation, interim measures) 2. Interview order — who to interview first and why 3. Interview questions for: - The complainant - The respondent - Key witnesses 4. Documents to gather — what records, emails, and data to collect 5. Investigation timeline with milestones 6. Decision framework — how to evaluate credibility and reach a finding 7. Documentation requirements — what to record at each stage 8. Closure — how to communicate findings and implement remediation Also provide: a template for the investigation report summary. </task> <constraints> - Protect complainant confidentiality to the extent possible — note where disclosure is required - Do not pre-judge — the plan must support a fair process for all parties - Flag any situations that require outside legal counsel to lead the investigation - Include required notice to the respondent before their interview - Preservation hold instructions must be issued immediately — include template language </constraints>