How do I install the Hr Offboarding skill?

Run npx skillmds@latest add tuanductran/hr-offboarding in your terminal (requires Node.js), paste this page's agent-chat prompt into Claude, Cursor, or any MCP-connected agent, or download the SKILL.md file and copy it into your agent's skills directory.

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This skill is tagged as working with Claude Code, Claude.ai, OpenAI Codex. SKILL.md is an open format, so most agents that read a skills directory can load it too.

Is Hr Offboarding free to use?

Yes. Installing skills from SkillMD is free, and the skill stays under its author's original license.

Who published Hr Offboarding?

tuanductran (@tuanductran) published this skill. Their other Agent Skills are listed on their SkillMD profile.

Hr Offboarding by tuanductran — Agent Skill

Name: Hr Offboarding
Author: tuanductran

Hr Offboarding

Help HR teams design and execute effective offboarding processes for voluntary and involuntary departures. Use when asked to create an offboarding checklist, conduct exit interviews, manage employee separations, handle involuntary terminations, build an alumni program, or similar departure management tasks.

tuanductran 2cb73f9 4 files · 10.4 KB Updated Sep 17, 2026

File contents

HR offboarding

Design and execute offboarding programs that protect the organization, support departing employees, and capture institutional knowledge — covering voluntary and involuntary separations, exit insights, and alumni engagement.

Supported tasks

Designing end-to-end offboarding workflows for voluntary and involuntary departures
Creating offboarding checklists for HR, managers, and IT
Writing exit interview guides and questionnaires
Analyzing exit interview data to identify retention risks
Developing separation agreement templates and communication scripts
Managing knowledge transfer processes for departing employees
Designing alumni engagement and rehire programs
Communicating departures to teams with sensitivity and clarity
Building involuntary termination protocols compliant with local labor law
Creating offboarding dashboards to track completion and trends

Key prompts

Offboarding process design

"Create a complete offboarding checklist for a [role] departing in [notice period]."
"Design an offboarding workflow for remote employees across [countries]."
"Build an offboarding timeline from resignation to last day for [company size]."
"Create role-specific offboarding checklists for [manager/IC/contractor]."
"Develop a knowledge transfer template for a departing [senior/technical] employee."

Exit interviews

"Write exit interview questions to uncover the real reasons employees leave."
"Create a structured exit survey for [voluntary departures]."
"Develop an exit interview analysis framework to identify trends."
"Generate follow-up questions for sensitive exit interview topics."
"Write a script for conducting exit interviews with recently terminated employees."

Involuntary separation

"Create a termination meeting script for [performance/redundancy/misconduct] separation."
"Develop a redundancy communication plan for [team/department] restructuring."
"Write a separation checklist ensuring legal compliance for [country]."
"Design an outplacement support package outline for [involuntary departures]."
"Create a manager guide for delivering difficult termination conversations."

Alumni and rehire

"Design an alumni engagement program for [company/industry]."
"Create a boomerang employee policy and rehire process."
"Develop alumni communication templates for ongoing engagement."
"Write criteria for identifying and prioritizing rehire candidates."

Tips

Treat every offboarding as a brand moment—former employees become recruiters, clients, or competitors.
Conduct exit interviews at least two weeks after the last day to get more candid feedback.
Separate the exit interview from the HR administrative process to reduce perceived risk for the departing employee.
Systematically analyze exit data quarterly to connect departure patterns to retention strategy.
For involuntary separations, prepare the manager thoroughly—the conversation itself affects team morale beyond the individual.
Build knowledge transfer into the offboarding timeline from day one of the notice period.

---name: hr-offboardingdescription: Help HR teams design and execute effective offboarding processes for voluntary and involuntary departures. Use when 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 offboardingDesign and execute offboarding programs that protect the organization, support departing employees, and capture institutional knowledge — covering voluntary and involuntary separations, exit insights, and alumni engagement.## Supported tasks- Designing end-to-end offboarding workflows for voluntary and involuntary departures- Creating offboarding checklists for HR, managers, and IT- Writing exit interview guides and questionnaires- Analyzing exit interview data to identify retention risks- Developing separation agreement templates and communication scripts- Managing knowledge transfer processes for departing employees- Designing alumni engagement and rehire programs- Communicating departures to teams with sensitivity and clarity- Building involuntary termination protocols compliant with local labor law- Creating offboarding dashboards to track completion and trends## Key prompts### Offboarding process design1. "Create a complete offboarding checklist for a [role] departing in [notice period]."2. "Design an offboarding workflow for remote employees across [countries]."3. "Build an offboarding timeline from resignation to last day for [company size]."4. "Create role-specific offboarding checklists for [manager/IC/contractor]."5. "Develop a knowledge transfer template for a departing [senior/technical] employee."### Exit interviews1. "Write exit interview questions to uncover the real reasons employees leave."2. "Create a structured exit survey for [voluntary departures]."3. "Develop an exit interview analysis framework to identify trends."4. "Generate follow-up questions for sensitive exit interview topics."5. "Write a script for conducting exit interviews with recently terminated employees."### Involuntary separation1. "Create a termination meeting script for [performance/redundancy/misconduct] separation."2. "Develop a redundancy communication plan for [team/department] restructuring."3. "Write a separation checklist ensuring legal compliance for [country]."4. "Design an outplacement support package outline for [involuntary departures]."5. "Create a manager guide for delivering difficult termination conversations."### Alumni and rehire1. "Design an alumni engagement program for [company/industry]."2. "Create a boomerang employee policy and rehire process."3. "Develop alumni communication templates for ongoing engagement."4. "Write criteria for identifying and prioritizing rehire candidates."## Tips- Treat every offboarding as a brand moment—former employees become recruiters, clients, or competitors.- Conduct exit interviews at least two weeks after the last day to get more candid feedback.- Separate the exit interview from the HR administrative process to reduce perceived risk for the departing employee.- Systematically analyze exit data quarterly to connect departure patterns to retention strategy.- For involuntary separations, prepare the manager thoroughly—the conversation itself affects team morale beyond the individual.- Build knowledge transfer into the offboarding timeline from day one of the notice period.

Frequently asked questions