Wayland Hr Handbook

Build an Employee Handbook

Estimated time: 60-90 minutes

This is long-form work. The workflow builds a complete draft employee handbook in review-as-you-go blocks: foundational sections, policy sections, operational sections, and an attestation. The user reviews and refines each block before the next. The final draft requires employment-counsel review before distribution.

Steps

Step 1: Kick Off and Capture the Brief (uses: hr-handbook)

Tell the user this is long-form work they will review section by section. Ask for: company stage, headcount, jurisdictions (states / countries), any existing handbook, and the key cultural anchors they want preserved. Capture this as the brief. Jurisdictions are required because they drive the required-sections list.

• Input: user-provided stage, headcount, jurisdictions, existing handbook, cultural anchors
• Output: brief
• Key focus: capture every jurisdiction; it determines mandatory sections

Step 2: Infer Required Sections (uses: hr-handbook)

Using the hr-handbook skill, infer the required handbook sections for the given jurisdictions and company stage. List them with reasoning, and invite the user to add or remove sections. Capture the resulting section list.

• Input: brief from Step 1
• Output: required sections list
• Key focus: surface jurisdiction-mandated sections explicitly

Step 3: Build Foundational Sections (uses: hr-handbook)

Using the hr-handbook skill in foundational-sections mode with the brief and the required-sections list, draft the foundational sections (welcome, mission, employment basics). Show the full output.

• Input: brief from Step 1, required sections from Step 2
• Output: foundational sections
• Key focus: welcome, mission, and core employment basics

Step 4: Review Foundational Sections (uses: hr-handbook)

Present the foundational sections and ask whether to refine or proceed to policies. If the user wants changes, gather feedback and re-run Step 3 with that feedback plus the required-sections list, looping up to 2 times. When approved, advance.

• Input: foundational sections from Step 3, user decision and feedback
• Output: approved foundational sections
• Key focus: loop on foundational only (max 2 iterations)

Step 5: Build Policy Sections (uses: hr-handbook)

Using the hr-handbook skill in policy-sections mode with the brief and required-sections list, draft the policy sections (anti-harassment, leave, accommodation, conduct, remote work, and any others the jurisdictions require). Show the full output.

• Input: brief from Step 1, required sections from Step 2
• Output: policy sections
• Key focus: jurisdiction-required policies must be present

Step 6: Review Policy Sections (uses: hr-handbook)

Present the policy sections and ask whether to refine or proceed to operational sections. If the user wants changes, gather feedback and re-run Step 5 with that feedback plus the required-sections list, looping up to 3 times. When approved, advance.

• Input: policy sections from Step 5, user decision and feedback
• Output: approved policy sections
• Key focus: loop on policies only (max 3 iterations)

Step 7: Build Operational Sections (uses: hr-handbook)

Using the hr-handbook skill in operational-sections mode with the brief and required-sections list, draft the operational sections. Show the full output.

• Input: brief from Step 1, required sections from Step 2
• Output: operational sections
• Key focus: day-to-day operational policies and procedures

Step 8: Build the Attestation (uses: hr-handbook)

Using the hr-handbook skill in attestation-and-signature mode with the brief, draft the acknowledgement attestation and signature block. Show the full output.

• Input: brief from Step 1
• Output: attestation and signature block
• Key focus: a clear acknowledgement the employee signs

Step 9: Final Review and Ship to Counsel (uses: hr-handbook)

Present the operational sections and attestation together. Ask whether to ship the handbook (routed to counsel) or refine the operational/attestation block. If the user wants changes, gather feedback and re-run Step 7 with that feedback plus the required-sections list, looping up to 2 times. When approved, assemble the full handbook (foundational, policies, operational, attestation) and append a note that it is a draft requiring employment-counsel review before distribution.

• Input: operational sections from Step 7, attestation from Step 8, user decision
• Output: employee handbook draft (assembled, counsel-review flagged)
• Key focus: never present as final; counsel review is mandatory