Human Resources & People Operations

Write a job description for a [JOB TITLE] at [COMPANY NAME], a [COMPANY DESCRIPTION]. Requirements: 1) Role overview: what this person will own and why it matters (3–4 sentences — lead with impact, not tasks), 2) Responsibilities: 5–7 bullet points starting with action verbs, focused on outcomes not activities, 3) Required qualifications: 4–5 must-haves (specific, not inflated), 4) Nice-to-haves: 3–4 preferred qualifications, 5) Compensation: salary range [RANGE], 6) Benefits: [LIST KEY BENEFITS], 7) About us: 3 sentences on culture and mission. Inclusive language audit: avoid gendered terms, unnecessary degree requirements, and experience inflation. Tone: direct, specific, welcoming.

Create a performance review template for [COMPANY NAME] for [ROLE LEVEL: individual contributor/manager/senior leader]. Sections: 1) Self-assessment: achievements this period (vs. goals), areas for growth, one thing that would make them more effective, 2) Manager assessment: performance vs. goals (with specific examples), core competency ratings (1–5) with behavioral anchors for [COMPETENCIES], overall performance rating with definition, 3) Goals for next period: 3–5 SMART goals with success metrics, 4) Development plan: skills to build, resources, timeline, 5) Manager comments: strengths, growth areas, career trajectory discussion. Include rating scale definitions (1: Below expectations → 5: Exceptional) with behavioral examples for each level.

Write a manager guide for having a [CONVERSATION TYPE: performance concern/behavior issue/role elimination/PIP initiation] conversation with an employee. Include: 1) Preparation: what to document, who to loop in (HR), what outcome you're seeking, 2) Opening script: how to start the conversation directly and compassionately (not "how are you?"), 3) Message delivery: how to state the issue clearly with specific examples (SBI: Situation-Behavior-Impact), 4) Listening: how to create space for the employee's perspective, 5) Next steps: what happens after this conversation, 6) Closing: how to end with clarity and dignity, 7) Documentation: what to write down after. Common mistakes to avoid. Tone: direct, fair, human.