100 AI Prompts for HR Managers — Complete Guide

Write a job description for a [job title] at a [company type] in [industry]. The role is [remote/hybrid/on-site] and reports to [manager title]. Key responsibilities include: [list 4-5 responsibilities]. Required qualifications: [list]. Preferred qualifications: [list]. Include an inclusive language check and a brief company culture statement. Pay range: [range].

Review the following job description for language that may discourage qualified candidates from applying: [paste JD]. Flag: gendered language, unnecessarily exclusive credential requirements, cultural bias, ageist phrasing, and any requirements that may screen out protected groups without business justification. Suggest revisions for each issue.

Create an interview question bank for a [job title] role. Include: 5 behavioral questions (STAR format expected), 5 competency-based questions for [key competencies], 3 situational questions, 3 culture fit questions, and 4 role-specific technical questions. Flag any questions that could raise legal concerns under EEO guidelines.

Write a professional, kind rejection email for a candidate who interviewed for [position] but was not selected. Acknowledge their time and effort, communicate the decision clearly without over-explaining, keep the door open for future opportunities, and maintain the company's employer brand. No false promises.

Draft an offer letter template for a [position] role. Include: position title and department, start date, salary and compensation structure, benefits summary, employment type (at-will or otherwise), contingencies (background check, reference check), response deadline, and a warm closing. Keep legal language minimal but ensure key terms are clear.

Create a sourcing strategy for a hard-to-fill [job title] role in [industry/location]. Include: 5 specific job boards or communities to target, 3 outreach message templates for passive candidates on LinkedIn, diversity sourcing channels to explore, employee referral messaging, and a realistic timeline and cost estimate.

Create a hiring manager preparation guide for interviewing candidates for [position]. Include: role summary and success profile, structured interview format overview, their assigned questions and what to listen for in each answer, scoring guide, legal do's and don'ts, and how to calibrate feedback with the team after interviews.

Build a candidate evaluation scorecard for a [job title] role. Include 6-8 evaluation criteria based on the key competencies for the role: [list competencies]. For each criterion, provide a 4-point rating scale with behavioral descriptors at each level. Add space for overall recommendation and notes.

Write a LinkedIn employer branding post for [company type] to attract [target candidate profile]. Highlight: a day in the life, what makes the culture unique, a specific growth opportunity, and a call to action to view open roles. Keep it authentic, specific, and under 200 words. Suggest 3 hashtags.

Draft a background check policy for a [company size] company in [industry]. Include: what checks are conducted and for which roles, timing relative to the offer, candidate consent process, how adverse results are handled (adverse action process), how records are stored, and applicable legal compliance notes for [jurisdiction].

Create a 90-day onboarding plan for a new [job title] at a [company type]. Structure by phase: Days 1-7 (orientation and relationships), Days 8-30 (foundational learning and systems), Days 31-60 (project contributions), Days 61-90 (independent performance). Include key milestones, manager check-in prompts, and success criteria for each phase.

Write a welcome message from a [CEO/manager/team] to a new employee joining as [job title]. Convey: genuine excitement about them joining, what they will contribute, what makes the team special, a specific thing the team is looking forward to doing together, and a personal touch that makes the new employee feel seen.

Design an onboarding buddy program for a [company size] company. Include: buddy selection criteria, how buddies are matched to new hires, a 30-day buddy activity guide with specific conversation topics each week, guidance on boundaries and expectations, and how to recognize and appreciate buddies.

Create a structured 30-day check-in conversation guide for managers to use with new hires. Include: 5 questions about early experience and integration, 3 questions about clarity on role and expectations, 3 questions about relationships and team fit, 2 questions about support needed, and 2 questions about what is going well. Add manager guidance notes.

Write a [specific section: e.g., remote work policy, code of conduct, PTO policy] for an employee handbook for a [company type] of [size] employees in [jurisdiction]. Use clear, plain language. Include: the policy statement, scope, procedures, employee and manager responsibilities, and what happens if the policy is not followed.

Create a new employee FAQ document for [company type]. Include 20 questions new hires most commonly ask in their first 30 days, grouped by category: getting set up, understanding the role, navigating systems and tools, culture and norms, benefits and HR processes, and who to contact for what.

Create a stay interview guide for managers to use with employees who have been with the company for [6-12 months / 2-3 years]. Include 10 questions designed to uncover: what the employee values about their role, what frustrates them, what would make them consider leaving, and what the company can do to increase their engagement and retention.

Design an employee recognition program for a [company size] [company type]. Include: a recognition framework (peer/manager/company levels), recognition criteria tied to company values, low-cost and no-cost recognition ideas, a nomination process for formal awards, and how to measure whether the program is working.

Create a performance review template for [job level: e.g., individual contributor, manager] at a [company type]. Include sections for: goal achievement rating with comments, competency ratings (list competencies), development highlights, areas for growth, manager rating summary, and goal-setting for the next period. Make it suitable for both self-review and manager review.

Draft a Performance Improvement Plan (PIP) for an employee in the role of [job title] who is underperforming in the following areas: [list issues]. Include: specific performance gap statements, measurable expectations for improvement, timeline, support to be provided by the manager, check-in schedule, and consequence statement. Use objective, non-punitive language.

Create a facilitation guide for a performance rating calibration session for a team of [number] managers reviewing [number] employees. Include: pre-work instructions, agenda with timing, calibration principles and bias checks, process for handling disagreements, documentation requirements, and how to communicate outcomes to employees.

Create 3 example SMART goals for a [job title] role in [department] that a manager and employee could use as starting templates. Each goal should be Specific, Measurable, Achievable, Relevant, and Time-bound. Vary the goals across: a performance goal, a development goal, and a strategic contribution goal.

Write a script for a manager having a feedback conversation with an employee who [specific performance issue]. Structure the conversation using the SBI model (Situation, Behavior, Impact). Include: an opening to set a collaborative tone, the SBI feedback statement, a pause for the employee to respond, a problem-solving discussion, and agreed next steps.

Help me prepare talking points for a year-end performance review meeting with an employee who had [describe performance year: e.g., strong performance but needed improvement in collaboration]. I want to: acknowledge their contributions specifically, address the development area with examples, agree on goals, and discuss their career aspirations.

Create a 360-degree feedback survey for [job level: e.g., manager, senior IC] roles at a [company type]. Include 15 items rated on a 5-point scale covering: leadership and influence, communication, collaboration, results delivery, and development of others (if applicable). Add 3 open-ended questions and a guidance note for respondents.

Create an investigation interview question guide for a workplace investigation into allegations of [type of issue: e.g., harassment, discrimination, misconduct]. Include: questions for the complainant, questions for the respondent, questions for witnesses, neutral framing instructions, and documentation guidance. Note legally sensitive areas to approach carefully.

Draft a termination letter for an employee being let go for [reason: performance/redundancy/conduct]. Include: clear statement of the decision and effective date, reference to prior process followed (if applicable), information about final pay and benefits continuation, return of company property instructions, and reference check policy. Use professional, neutral language.

Create a communication plan for rolling out a new [policy type: e.g., hybrid work policy, AI use policy, expense policy] to a workforce of [size]. Include: communication objectives, target audiences and their key concerns, channels and timing, manager briefing materials, FAQ document, feedback mechanism, and how to handle objections.

Draft a reasonable accommodation request process for employees with disabilities or medical needs under [ADA/applicable law]. Include: how employees request an accommodation, the interactive process steps, documentation requirements, timeline commitments from HR, how decisions are made and communicated, and a confidentiality policy.

Create an exit interview guide for departing employees. Include: 12 questions covering reasons for leaving, what they valued, what could be improved, quality of management, growth opportunities, and likelihood to recommend the company. Add an HR facilitator guide on how to probe answers and how to use the data.

Design a manager's guide to resolving workplace conflict between two employees. Include: how to assess whether to intervene directly or refer to HR, a structured conversation model for the initial meeting with each party, a joint meeting facilitation guide, agreement documentation template, and follow-up check-in structure.

Write communication templates for a workforce reduction affecting [number] employees in [department]. Create: the individual notification conversation script, the written notification letter, a manager FAQ document, an all-company communication, and a message to remaining employees addressing concerns about morale and job security.