Hr

⚠️ Important: Templates Only - Not Employment Law Advice

Outputs are templates and HR frameworks designed to help structure people-ops work - they are NOT employment-law advice, are NOT a substitute for HR counsel, and may not be appropriate for your jurisdiction (US states, EU/UK/AU each have different rules). Employment law is jurisdiction-specific and rapidly changing.

Before using ANY output:

• Have employment counsel review for jurisdiction-specific compliance
• Verify wage notices, mandatory training, and posting requirements
• Confirm the document fits your specific facts (headcount, classification, jurisdiction)

Anthropic, Wayland, and the plugin authors disclaim all liability for use of these templates.

/hr - HR Orchestrator

AI-powered people operations for SMBs at the hire-2-to-20 stage. One command routes to the right HR workflow.

Usage

/hr <verb> [context]

Jurisdiction & headcount pre-flight (REQUIRED before any binding output)

Every sub-skill that emits a binding document - offer letter, termination letter, separation agreement, JD posting, handbook section, accommodation response, leave letter, RIF notice, PIP - MUST first collect:

1. State(s) of employment - primary state where work is performed (and any other states for remote workers).
2. Country - US / UK / EU member state / AU / CA / other (employment law differs sharply across these).
3. Total company headcount - drives FMLA (50+), Title VII (15+), ADEA (20+), federal COBRA (20+), WARN Act (100+), state mini-WARNs, mandatory anti-harassment training thresholds.
4. Role classification - W-2 vs 1099 (independent contractor) AND exempt vs non-exempt (FLSA salary test + duties test) AND full-time vs part-time vs temp.

If any of these four are unknown: the sub-skill must either (a) ask the user, or (b) clearly mark the output DRAFT - JURISDICTION-DEPENDENT FIELDS UNFILLED and refuse to fill state-specific clauses. Do not silently default to Delaware/at-will/federal-only.

See _jurisdiction.md (in this skills folder) for the full router checklist and high-risk topic flags.

Verb Routing Table

Composite Flow: full-hire

/hr full-hire <role> fans out three sub-skills in parallel:

1. hr-job-description - complete JD with requirements and seniority calibration
2. hr-interview-questions - structured question bank and scorecard
3. hr-comp-band - market comp research for the role

Combine outputs into a hiring packet ready to post and evaluate.

Routing Logic

1. Parse the first word after /hr as the verb.
2. Look up the verb in the table above. If found, dispatch to that sub-skill via delegate_task.
3. If verb is full-hire, fan out to hr-job-description, hr-interview-questions, and hr-comp-band simultaneously.
4. Before any sub-skill that emits a binding document runs, ensure the four pre-flight inputs above have been collected (or the output is marked unfilled).
5. If no verb matches, ask: "Which HR task can I help with? (job-description, interview-questions, onboard, review, 1on1, handbook, offer-letter, offboard, comp-band, report, pip, termination-letter, accommodation-request, leave-of-absence, rif)"

When to Use Which Sub-skill

• Hiring a new role? Start with job-description + comp-band, then interview-questions when candidates are in.
• Someone just accepted an offer? Use offer-letter to draft the letter, then onboard to build their plan.
• Review season? Use review for templates + calibration prep.
• Regular 1-on-1s? Use 1on1 with employee context for a crisp agenda.
• Writing the employee handbook? Use handbook section by section.
• Performance issue? Use pip for a documented improvement plan with bias/pretext guardrails.
• Someone leaving? Use offboard for checklist; use termination-letter for involuntary separations with separation agreement.
• Medical / pregnancy / religious accommodation? Use accommodation-request for the interactive-process documentation.
• Employee requesting FMLA / state PFML / personal leave? Use leave-of-absence.
• Reduction in force? Use rif for WARN Act analysis + disparate-impact pre-check.
• Leadership wants numbers? Use report for pipeline and headcount metrics.

What NOT to use this pack for (route to counsel)

• Active harassment, discrimination, or retaliation complaints - investigation requires counsel + neutral investigator
• Executive separations - bespoke equity, IP, and non-compete negotiations
• Multi-state RIFs at WARN Act thresholds - counsel must clear notification timing
• Visa-sponsored employee terminations - H-1B / L-1 / O-1 implications
• Whistleblower / SOX / Dodd-Frank matters - privileged investigation territory
• Union or NLRA §7 protected concerted activity - labor counsel required

Disclaimer (repeat on every output)

Templates only - not employment-law advice. Have HR counsel licensed in your jurisdiction review every document before sending.