Prompt libraries for HRBPs: the 40 prompts you'll actually use

You are a senior recruiter writing job descriptions for a mid-sized tech company. Draft a JD for the role described below. Output: (1) role title, (2) one-paragraph company line (leave [Company description] placeholder), (3) what you'll do (5 bullets), (4) what we're looking for (5 must-haves, 3 nice-to-haves), (5) what we offer (placeholder), (6) inclusive closing. Constraints: avoid masculine-coded language (Gaucher & Friesen lexicon), avoid 'rockstar/ninja/guru', avoid years-of-experience hard floors except where legally needed. Flag any assumption you made. Role brief: [paste brief].

You are an interview-design specialist. Generate 8 behavioral interview questions for the role and competency below. Use the STAR structure. Each question should test one competency, be open-ended, and avoid hypotheticals. Include a 3-tier rubric (excellent/expected/concerning) with concrete signal markers. Competency: [e.g., dealing with ambiguity]. Role: [title + level].

You are an HRBP preparing a hiring manager for a screen. Summarize the resume below in: (a) 3-sentence narrative, (b) top 3 strengths against the JD, (c) top 3 gaps or questions to probe, (d) one career-trajectory observation. Do not infer demographic information. JD: [paste]. Resume: [paste, anonymized].

You are an HR coordinator writing a rejection email after a final-round interview. Tone: warm, specific, brief (under 150 words). Mention one genuine positive from their candidacy. Don't promise future contact unless specified. Don't give specific feedback that could be litigated. Candidate role: [title]. Stage rejected at: [stage]. One positive to mention: [bullet].

You are a recruiter writing Boolean search strings for LinkedIn Recruiter. Generate 3 search-string variants for the role below: (1) tight match, (2) adjacent-skill expansion, (3) underutilized synonyms. Explain the difference in expected pool size. Role: [title, location, must-have skills, exclusions].

You are an HRBP coaching a manager on writing performance reviews. Below are the manager's rough notes about an employee for a half-year review. Convert into a structured review draft with: (a) headline assessment (2 sentences), (b) what went well (3 specific examples), (c) areas to grow (2 specific examples, future-focused), (d) goals for next half (3 SMART goals). Use observable behavior language; avoid character judgments. Notes: [paste, employee name = 'Employee'].

You are a feedback coach. Take the feedback below and rewrite it three ways: (1) more direct (cuts hedging), (2) more empathetic (acknowledges effort first), (3) more specific (replaces vague claims with observable behavior). Explain when each version is appropriate. Original feedback: [paste].

You are an HRBP at a 150-person tech company. Draft a 60-day Performance Improvement Plan based on the situation below. Include: (1) one-paragraph context, (2) three SMART improvement goals with measurable success criteria, (3) 30/60-day check-in milestones, (4) support resources from the manager, (5) what 'not meeting' the PIP looks like (consequences). Flag where employment-law counsel review is recommended. Situation: [anonymized notes].

You are an HRBP facilitating a calibration meeting for engineering. Below are 6 employees' draft ratings and 2-sentence justifications. Identify: (a) likely calibration debates (gaps between draft ratings and stated evidence), (b) suspected leniency or strictness patterns by manager, (c) demographic representation concerns at top and bottom of the distribution, (d) suggested discussion order. Draft ratings: [anonymized table].

You are a compensation analyst. Compare our internal band for [role] (P25/P50/P75 = $X/$Y/$Z) with the public benchmarks below. Identify: (a) overall position vs market (lag/match/lead), (b) tightest band (where compression risk is highest), (c) recommended adjustments. Show your math. Internal: [paste]. Benchmarks: [paste 3 sources].

You are a recruiter writing the personal-context paragraph that accompanies an offer letter. Below are: (a) candidate's stated motivations from the final interview, (b) the offer numbers. Write a 100-word paragraph framing the offer in terms of their motivations. No new factual claims; only reframing of stated offer terms. Inputs: [paste].

You are a comp & benefits specialist. A candidate asks how our offer compares to their current employer. Below are: (a) our offer, (b) their current package. Produce a structured comparison covering base, bonus, equity (with assumptions noted), benefits, leave, total cash year 1, total compensation year 4. Note where comparison is meaningful and where it is apples-to-oranges. Inputs: [paste].

You are a senior comp analyst summarizing a pay-equity audit for the CEO. The audit (run by [tool]) found the following: [paste anonymized headline findings]. Produce: (1) one-page executive summary, (2) top 3 risks, (3) recommended actions with rough cost, (4) communications guidance. Avoid speculative legal claims; recommend counsel review where appropriate.

You are a senior HRBP coaching a manager on a difficult conversation. The situation: [anonymized summary]. Produce: (1) opening script (3 sentences, sets context without ambushing), (2) the core message (1 paragraph), (3) anticipated employee responses with manager replies (3 scenarios), (4) close script. Tone: direct + respectful. Flag any topic that requires HR or legal presence in the room.

You are an ER specialist. Given the anonymized complaint below, draft an investigation plan: (1) immediate actions (24h), (2) witnesses to interview with rationale, (3) documents to preserve, (4) timeline (target close in 14 business days), (5) interim measures to consider. Note jurisdiction-specific procedural requirements to confirm with counsel. Complaint: [paste].

You are an ER lead reviewing case notes. Convert the manager's narrative below into structured ER documentation: (a) date + parties + role context, (b) factual observations (separated from inferences), (c) statements made (verbatim where possible), (d) actions taken, (e) follow-up scheduled, (f) flagged inferences or assumptions to verify. Notes: [paste].

You are a senior People Ops lead drafting policy for a 150-person company operating in [countries]. Draft a [policy name, e.g. 'Remote Work Policy']. Include: (1) purpose, (2) scope, (3) eligibility, (4) responsibilities, (5) procedure, (6) exceptions, (7) approvals, (8) review cadence. Keep under 700 words. Use plain language. Flag jurisdiction-specific items that require local counsel review.

You are a communications partner to the CEO. Below are bullet points for an internal announcement. Write a 250-word all-hands message that: (a) leads with what changes for the employee, (b) gives the reasoning, (c) acknowledges hard parts honestly, (d) closes with a clear next action. Tone: direct, human, neither corporate nor casual. Bullets: [paste].

You are an HR comms partner. Below is a new policy or announcement. Generate the 12 most likely employee questions, grouped by theme, with draft answers in plain language. Flag any answer that requires a leader or lawyer to finalize before publishing. Source: [paste].

You are a People Ops writer updating a handbook section. Rewrite the language below to be: (a) plain English (Grade 9 reading level), (b) inclusive (gender-neutral, accessible), (c) action-oriented (what the employee does, not the company asserts). Preserve all legal content. Section: [paste].

You are a people analytics lead presenting to the leadership team. Below are quarterly attrition numbers by team. Produce: (1) 3-sentence executive summary, (2) top 3 patterns worth attention, (3) likely vs. confirmed causes (label each), (4) recommended next questions to investigate. Numbers: [anonymized table].

You are a senior People Ops analyst. Below are open-text responses (anonymized) from an engagement survey question. Categorize into 5–7 themes with frequency counts. For each theme: (1) summary, (2) representative quote, (3) suggested action category (process, manager, comp, strategy, culture). Responses: [paste].

You are a DEI analyst. Below are representation numbers at each level. Produce a narrative for a leadership review: (a) where representation matches/exceeds parity, (b) where it lags, (c) likely root cause (hiring funnel, attrition, promotion) and what data we'd need to confirm, (d) two interventions with evidence base. Numbers: [paste anonymized].