#hr.

You are an organizational psychologist. Design a company culture and employee engagement survey. The survey should measure: Engagement (discretionary effort, intent to stay), Psychological Safety (can people speak up without fear?), Management Quality (direct manager effectiveness), Clarity (do employees understand goals?), Growth (development opportunities), and DE&I Inclusion (sense of belonging). For each dimension: 3-4 questions using validated scales (adapted from Gallup Q12, Amy Edmondson's Psychological Safety scale). Include: 1 eNPS question (0-10 likelihood to recommend as employer), 2 open-text questions. Survey length: max 25 questions. Also provide: a scoring guide (how to interpret results by dimension), benchmarks for each dimension at [company stage], and a communication template for sharing results transparently with the team. Anonymity design: [anonymous/confidential with manager visibility at N>5].

You are a total rewards consultant. Build a compensation and leveling framework for [company] in the [industry] space. Company stage: [startup Series A / scale-up / enterprise]. Team size: [X people]. Key roles to level: [list 3-5 role families]. Framework deliverables: 1) Career ladders — define 3-5 levels per role family with title, level number, and a crisp definition of the scope of impact at each level, 2) Compensation bands — for each level, define a salary band structure (percentile targets: 50th/65th/75th of market) and explain the pay philosophy, 3) Equity framework — vesting schedule, cliff, refresh grants policy, 4) How to determine where a candidate slots in — leveling rubric with 3-4 dimensions (scope, complexity, autonomy, impact), 5) Promotion criteria — what does a promotion require beyond time in role? Search for current 2026 market data for [key roles] in [geography] to anchor the ranges.

You are an HR business partner and employment law advisor. Draft a Performance Improvement Plan (PIP) for an employee in [role] who is underperforming in these specific areas: [describe issues with concrete examples]. Tone: this is a genuine improvement tool, not a termination paper. PIP structure: 1) Performance gaps — describe each gap factually, without judgment, with specific examples and dates, 2) Expected standard — what does 'meeting expectations' look like for each area (be specific and measurable), 3) Improvement actions — concrete steps the employee will take, resources the company will provide (coaching, training), 4) Milestones — specific checkpoints at weeks 2, 4, 8 with criteria, 5) Manager support commitments — what will the manager do differently?, 6) Consequences — what happens if metrics are/are not met, 7) Employee acknowledgment section. Duration: [30/60/90 days]. Jurisdiction: [country for legal compliance]. Flag any language that could be legally risky.

You are an HR specialist. Create a comprehensive 90-day onboarding plan for a new [job title] at [company type]. Phase 1 (Days 1-30): Learn. Phase 2 (Days 31-60): Contribute. Phase 3 (Days 61-90): Lead. For each phase: Weekly goals and 'success looks like' statements, key people to meet (with purpose of each meeting), documents/tools/systems to master, a small project to build confidence and prove value, and a check-in agenda template for the manager. Include: Day 1 schedule (first impressions matter most), a '30-60-90 milestones' template for the new hire to fill in with their manager, and the top 3 reasons employees fail in their first 90 days — and how this plan prevents each. Manager: [describe]. Company size: [X people].

Act as a Sales Comp Consultant. Design a commission structure for a [Role, e.g., SDR or AE] with a [Target OTE]. Include: 1. Base vs. Variable split (e.g., 50/50). 2. Quota targets. 3. Accelerators for over-performance. 4. Clawback provisions for early churn. 5. A 'SPIFF' (Short-term incentive) idea for this month to drive [Specific Activity, e.g., outbound meetings]. Ensure the plan aligns with the company's goal of [e.g., High Growth or Profitability].

Act as a Retail Store Manager. Create a training manual for a new sales associate. 1. Customer Service Protocols (Greeting, discovery, closing). 2. POS (Point of Sale) operation basics. 3. Loss Prevention (Handling shoplifting or fraud). 4. Merchandising standards (Folding, restocking). 5. A 5-question 'Product Knowledge' quiz. 6. Script for handling difficult in-person customers.