hr-cloud

Plugin hr-cloud from marketplace hr-skills in tuanductran/hr-skills. Commands read from the repo's manifest — 5 days ago.

Skills (163)

• biome

  Repository guidance for using Biome as the formatter, linter, and code quality tool within the hr-skills monorepo.

• bun

  Repository guidance for using Bun as the runtime, package manager, and workspace toolchain within the hr-skills monorepo.

• changeset

  Use when determining whether a pull request requires a changeset, selecting the appropriate version bump (patch, minor, or major), or writing a `.changeset/*.md` entry for the hr-skills repository.

• clack

  Repository guidance for @clack/prompts usage in packages/hr-skills/src/cli/* and packages/hr-skills-build/src/server/build/*. Covers the intro/spinner/note/outro/log CLI-output pattern this repo actually uses — not clack's interactive text/select/confirm prompts, which this repo does not use.

• dry-refactoring

  Guided workflow to eliminate copy-paste duplication in packages/hr-skills-build and packages/hr-skills-ref, detected by jscpd. Extract shared functions, constants, and types into their own files instead of growing an existing one.

• github-awesome-copilot-git-commit

  Generate high-quality, atomic Conventional Commits by analyzing Git changes, recommending logical commit boundaries, validating commit messages, and assisting with PRs, changelogs, and releases.

• hr-root-router-maintaining

  Maintenance guide for the root SKILL.md router in the hr-skills monorepo. Use this skill when adding a new HR skill package, removing a deprecated skill, renaming a skill directory, moving a skill between routing sections, or auditing the router for consistency with the actual skills/ directory.

• hr-skills-maintaining

  Repository-level skill describing metadata, directory structure, workflows, and conventions for the hr-skills monorepo. Use this skill when validating, creating, editing, or maintaining HR skill packages, including SKILL.md, content/, prompts/, and examples/.

• humanizer

  Edit and rewrite SKILL.md prose to reduce signs of AI-generation and improve clarity, tone, and inclusivity. Useful for polishing skill descriptions and prompts.

• jscpd

  Copy-paste detector for the hr-skills TypeScript packages (packages/hr-skills-build, packages/hr-skills-ref). Run jscpd to detect duplicated code and measure duplication percentages before refactoring.

• markdown

  Repository guidance for writing, formatting, and validating Markdown documentation using markdownlint-cli, case-police, and markdown-link-check within the hr-skills monorepo.

• pdf

  PDF and document utilities for generating, merging, validating, and exporting repository documentation from Markdown sources. Useful for creating printable guides, skill documentation, and release-ready artifacts.

• skill-vetter

  Security-first vetter for SKILL.md files — checks permissions, suspicious patterns, and metadata before installing or publishing skills. Useful for validating third-party skills for this repo.

• turbo

  Repository guidance for using Turborepo to orchestrate workspace tasks, builds, validation, testing, and development workflows within the hr-skills monorepo.

• typescript

  Repository guidance for writing, reviewing, and maintaining TypeScript code within the hr-skills monorepo. Covers project conventions, compiler settings, module structure, and development workflows.

• valibot

  Repository guidance for using Valibot as the schema validation library within the hr-skills monorepo. Use when writing or modifying schemas in packages/hr-skills-ref/src/client/schema.ts or packages/hr-skills-build/src/client/shared/schema.ts, when validating parsed YAML frontmatter, when handling s

• hr-skills

  Master router for the HR Skills library — 100+ specialized skill packages covering the full employee lifecycle: recruiting and talent acquisition, onboarding/offboarding, performance and talent management, compensation and total rewards, learning and development, organizational design and change, wo

• hr-accessibility-accommodation

  Help HR and people ops teams design and manage workplace accessibility and disability accommodation as a first-class, proactive practice, not just an ADA compliance checklist. Use when asked to design an accommodation request process, handle a disability accommodation request, make our hiring proces

• hr-agentic-ai

  Help HR leaders, HR technology teams, and People Ops professionals understand, evaluate, and govern agentic AI systems deployed in HR contexts, including autonomous HR agents, multi-agent workflows, and AI-driven HR process automation. Use when asked to use AI agents for HR, build an HR automation a

• hr-ai-adoption

  Help HR leaders drive practical, sustained adoption of AI tools among HR teams and the broader employee population, beyond initial rollout. Use when asked to drive AI adoption in HR, get our team to actually use this AI tool, build an AI adoption strategy for employees, measure AI tool usage and imp

• hr-ai-change-management

  Help HR leaders and change managers plan and execute the human side of AI adoption in the workplace, including managing employee resistance, designing reskilling programs, communicating AI changes, and building AI readiness. Use when asked to manage AI adoption, prepare employees for AI, handle AI r

• hr-ai-ethics

  Help HR and compliance teams govern the ethical use of AI in HR processes, including algorithmic fairness in hiring, bias auditing, AI transparency, accountability frameworks, and ethical AI policy design. Use when asked to audit AI bias in hiring, design ethical AI guidelines for HR, assess algorit

• hr-ai-evaluation

  Help HR technology teams evaluate AI tools and vendors for HR use cases against accuracy, bias, and fit-for-purpose criteria before adoption. Use when asked to evaluate an AI vendor for HR, build an AI tool evaluation framework, assess this AI tool for bias risk, compare AI vendors for [HR use case]

• hr-ai-governance

  Help HR and compliance teams govern the responsible use of AI in HR processes, including hiring algorithms, monitoring tools, and policy design. Use when asked to design an AI governance policy for HR, assess bias risk in a hiring algorithm, write an AI use policy for HR, audit an HR AI tool, or sim

• hr-ai-privacy

  Help HR and compliance teams protect employee data privacy in AI-driven HR systems, including GDPR compliance, data minimization, employee consent design, and privacy risk assessment for HR AI tools. Use when asked to protect employee data in AI systems, design HR AI privacy policies, assess privacy

• hr-ai

  Help HR managers, recruiters, and talent acquisition teams understand Artificial Intelligence (AI), Machine Learning (ML), Generative AI, LLM Engineering, AI Infrastructure, and modern AI product development workflows. Use when asked to explain AI engineering, screen AI engineers, understand machine

• hr-analytics

  Help HR managers with HR analytics and data management. Use when asked to analyze employee data, create HR metrics, build an HR dashboard, analyze turnover data, develop HR reports, build predictive analytics models, create a data governance strategy, or any HR data and analytics task, or analyze HR

• hr-ar-vr

  Help HR and recruiting teams hire and assess AR/VR (augmented and virtual reality) engineering and design candidates. Use when asked to write an AR/VR engineer job description, create a spatial computing interview, assess an AR/VR candidates portfolio, build an AR/VR role leveling framework, or simi

• hr-audit

  Help HR and compliance teams plan and conduct HR audits, including policy compliance reviews, I-9/documentation audits, pay equity checks, and process audits. Use when asked to conduct an HR audit, audit HR compliance, review personnel files for compliance, build an HR audit checklist, or similar HR

• hr-automation

  Help HR teams identify, design, and implement automation opportunities across HR processes including workflows, HRIS configuration, AI tools, and no-code solutions. Use when asked to automate HR processes, build HR workflows, reduce HR admin work, implement HRIS automation, use AI in HR, or similar

• hr-backend

  Help HR managers, recruiters, and talent acquisition teams understand Backend Engineering concepts, hiring requirements, backend ecosystems, candidate evaluation, APIs, databases, scalability, cloud-adjacent backend infrastructure, and modern server-side workflows. Use when asked to explain backend

• hr-blockchain

  Help HR and recruiting teams hire and screen blockchain and Web3 engineering candidates (smart contracts, protocol engineering, cryptography). Use when asked to write a blockchain engineer job description, create smart contract interview questions, assess a Web3 candidate, build a blockchain role le

• hr-business-partner

  Help HR Business Partners, People Partners, and HRBP leaders advise managers and leadership on people strategy, performance management, organizational health, employee relations, and workforce planning within their business unit. Use when asked to act as an HR business partner, advise this manager o

• hr-candidate-assessment

  Help recruiters and hiring managers design and run structured candidate assessments beyond interviews — skills tests, work samples, assessment centers, and scoring rubrics. Use when asked to design a candidate assessment, build a skills test for [role], create an assessment center, build a scoring r

• hr-candidate-experience

  Help HR teams, recruiters, and talent acquisition leaders design and improve the candidate experience across the full hiring journey. Use when asked to improve candidate experience, map the candidate journey, reduce candidate drop-off, design interview feedback, create a candidate communication plan

• hr-candidate-sourcing

  Help talent acquisition and recruiting teams find, engage, and build pipelines of qualified candidates. Use when asked to source candidates, build a talent pipeline, write a Boolean search string, find passive candidates, draft an outreach message, or similar sourcing tasks.

• hr-career-development

  Help HR teams and managers design career development programs, frameworks, and conversations. Use when asked to create career paths, build individual development plans, design career ladders, run career development conversations, develop career frameworks, or similar career growth tasks.

• hr-change-communication

  Help HR leaders, change communication for managers, and HRBPs design and execute change communication strategies for HR-driven transformations. Use when asked to communicate an org change, write a change announcement, build a change communication strategy or plan, design stakeholder messaging, prepa

• hr-change-management

  Help HR leaders, change managers, and business partners design, lead, and sustain organizational change initiatives. Use when asked to design a change management plan, advise leadership on change communication, build a stakeholder engagement strategy, create a change readiness assessment, design tra

• hr-chatbot-design

  Help HR technology teams design HR service-delivery chatbots and conversational tools for platforms like Slack and Microsoft Teams. Use when asked to design an HR chatbot, build a Slack bot for HR questions, plan a Teams HR assistant, write conversation flows for an HR bot, or decide what an HR bot

• hr-cloud

  Help HR and technical recruiting teams hire, screen, and interview cloud engineering candidates (AWS/Azure/GCP, DevOps, cloud architecture). Use when asked to write a cloud engineer job description, create cloud interview questions, assess a cloud candidates skills, build a cloud role leveling frame

• hr-coaching-mentoring

  Help HR teams design coaching and mentoring programs, train managers in coaching skills, and support individual coaching conversations. Use when asked to build a coaching culture, create a mentoring program, develop manager coaching skills, design coaching frameworks, run coaching sessions, or simil

• hr-compensation-benefits

  Help HR managers with compensation and benefits programs. Use when asked to analyze compensation data, design a bonus plan, create benefits programs, conduct a job evaluation, write a compensation philosophy, calculate pay rates, develop retention strategies, or any compensation and benefits task.

• hr-competency-management

  Help HR teams design, maintain, and apply competency frameworks across talent processes including hiring, competency-based performance management, learning, and succession. Use when asked to build a competency framework, define behavioral indicators, create a competency library, apply competencies t

• hr-compliance

  Help HR managers with HR compliance and workplace policies. Use when asked to write an employee handbook, develop OSHA compliance, manage EEO compliance, handle FMLA, conduct a compliance audit, create background check policies, develop immigration compliance strategies, or any HR compliance task.

• hr-conflict-resolution

  Help HR managers with workplace conflict resolution. Use when asked to resolve a workplace conflict, mediate between employees, facilitate a difficult conversation, develop conflict resolution training, address a team dispute, create a conflict resolution policy, or any workplace conflict task.

• hr-consulting

  Help HR business partners, HR leaders, and internal HR consultants advise business stakeholders, diagnose people problems, build business cases, and deliver strategic HR consulting engagements. Use when asked to advise a business leader on a people issue, build an HR business case, consult on an org

• hr-contingent-workforce

  Help HR and procurement teams manage contractors, freelancers, and temporary staff, including classification, vendor management, and program design. Use when asked to set up a contingent workforce program, classify a worker as contractor or employee, manage a VMS/MSP program, draft a statement of wo

• hr-coordination

  Help HR coordinators, HR generalists, and People Ops teams manage day-to-day HR coordination tasks including scheduling, onboarding logistics, HR administration, cross-team coordination, and HR project support. Use when asked to coordinate HR activities, manage HR logistics, support HR projects, sch

• hr-crisis-management

  Help HR and business leaders plan for and respond to workforce crises — layoffs handled poorly, safety incidents, natural disasters, leadership scandals, or sudden business disruption. Use when asked to build a crisis response plan for HR, respond to a workplace incident, communicate during a crisis

• hr-culture

  Help HR managers, recruiters, and people leaders understand, assess, build, and communicate organizational culture. Use when asked to explain company culture, assess culture fit, build a strong workplace culture, write culture-related job description content, evaluate culture add vs culture fit, dia

• hr-data

  Help HR managers, recruiters, and talent acquisition teams understand Data Engineering, Data Analytics, Data Science, Business Intelligence, Machine Learning, and modern data ecosystems. Use when asked to explain data roles, screen data engineers or data scientists, understand analytics workflows, c

• hr-demand-planning

  Help HR leaders, workforce planners, and TA teams translate business strategy into headcount demand plans. Use when asked to build a headcount plan, forecast short-term hiring demand, model workforce demand, align HR capacity with business growth, create a staffing demand forecast, or plan headcount

• hr-design-thinking

  Help HR teams and people leaders apply design thinking to HR challenges, including employee experience design, HR service redesign, journey mapping, and human-centered HR solution development. Use when asked to apply design thinking to HR, run an HR design sprint, apply design thinking to map the em

• hr-devops

  Help HR managers, recruiters, and talent acquisition teams understand DevOps, Platform Engineering, Site Reliability Engineering (SRE), cloud infrastructure, CI/CD, and modern software delivery workflows. Use when asked to explain DevOps, screen DevOps candidates, understand CI/CD, compare DevOps an

• hr-digital-hr

  Help HR leaders and People Ops teams design and execute HR digital transformation, including HR tech stack strategy, digital employee experience, process automation, and data-driven HR. Use when asked to digitize HR processes, build our HR tech stack, improve digital employee experience, automate HR

• hr-diversity-inclusion

  Help HR managers with diversity, equity, and inclusion initiatives. Use when asked to develop a diversity and inclusion strategy, create inclusive job descriptions, conduct unconscious bias training, build employee resource groups, measure diversity metrics, develop a DEI scorecard, or any diversity

• hr-embedded

  Help HR and recruiting teams hire and assess embedded systems engineering candidates (firmware, RTOS, hardware-software integration). Use when asked to write an embedded engineer job description, create firmware interview questions, assess an embedded candidate, build an embedded engineering levelin

• hr-employee-communications

  Help HR and internal comms teams plan and write clear, consistent employee communications across routine updates, policy changes, and sensitive announcements. Use when asked to write an internal announcement, plan our internal communications calendar, draft a policy change communication, write a sen

• hr-employee-engagement

  Help HR managers with employee engagement strategies. Use when asked to improve employee engagement, design recognition programs, conduct engagement surveys, boost employee morale, reduce burnout, develop a culture strategy, create team-building activities, or any employee engagement task, or run an

• hr-employee-experience

  Help HR business partners, employee experience managers, and people leaders understand, design, and run employee experience strategies, journey mapping, engagement programs, culture diagnostics, onboarding and offboarding experience design, workplace environment initiatives, and recognition and belo

• hr-employee-journey-mapping

  Help employee experience and HR teams map the end-to-end employee journey to identify moments that matter and friction points. Use when asked to map the employee journey, build a journey map for [stage], identify moments that matter, find friction points in the employee experience, or redesign a spe

• hr-employee-lifecycle

  Help HR teams design and manage the full employee lifecycle from attraction to alumni. Use when asked to map the employee journey, improve the employee experience, design touchpoints across the lifecycle, create lifecycle frameworks, or similar end-to-end people management tasks.

• hr-employee-listening

  Help HR teams design and manage employee listening strategies including engagement surveys, pulse checks, focus groups, and feedback programs. Use when asked to run an employee survey, design an engagement program, analyze survey results, build a listening strategy, conduct focus groups, or similar

• hr-employee-relations

  Help HR managers with employee relations matters. Use when asked to handle a grievance, conduct an exit interview, manage workplace investigations, create a remote work policy, write employee contracts, manage accommodations, conduct satisfaction surveys, or any employee relations task.

• hr-employee-self-service

  Help HR operations teams and digital HR leaders design, implement, and optimize employee self-service programs including ESS portals, HR chatbots, knowledge bases, and manager self-service tools. Use when asked to build an employee self-service portal, design an HR chatbot, create an HR knowledge ba

• hr-employer-branding

  Help HR leaders, talent acquisition teams, and employer brand managers understand, design, and run employer branding strategy, EVP (Employee Value Proposition) development, careers page and social content, and candidate experience initiatives. Use when asked to design an employer brand strategy, bui

• hr-executive-assessment

  Help executive search consultants, boards, and CHROs assess senior leadership candidates for fit, capability, and derailment risk. Use when asked to assess an executive candidate, design a leadership assessment for a C-suite hire, evaluate executive readiness, build a board-level candidate evaluatio

• hr-executive-search

  Help HR and search professionals run executive search processes, including search strategy, candidate assessment, board/CEO succession, and confidential outreach. Use when asked to run an executive search, write an executive search brief, assess a C-suite candidate, plan CEO succession, or similar e

• hr-frontend

  Help HR managers, recruiters, and talent acquisition teams understand Frontend Engineering concepts, hiring requirements, frontend ecosystems, frontend candidate evaluation, and modern frontend workflows. Use when asked to explain frontend development, screen frontend candidates, understand React/Vu

• hr-fullstack

  Help HR managers, recruiters, and talent acquisition teams understand Fullstack Engineering concepts, fullstack-specific hiring requirements, cross-functional engineering workflows, frontend-backend integration, and modern end-to-end product development. Use when asked to explain fullstack developme

• hr-future-of-work

  Help HR and business leaders think through future-of-work trends, including hybrid work models, AIs impact on jobs, evolving employee expectations, and flexible work policy design. Use when asked to design a hybrid work policy, analyze future of work trends, assess AIs impact on jobs, design a flexi

• hr-game-development

  Help HR and recruiting teams hire and assess game development candidates across engineering, design, and art disciplines. Use when asked to write a game developer job description, create a gameplay engineer interview, assess a game designers portfolio, build a game studio leveling framework, or simi

• hr-genai

  Help HR professionals, recruiters, and HR teams leverage Generative AI tools to improve HR productivity, content quality, and decision support across the full HR lifecycle. Use when asked to use generative AI for HR, write HR content with AI, use ChatGPT for HR, generate HR documents with AI, automa

• hr-global-expansion

  Help HR and business leaders plan the people and HR infrastructure needed to expand into a new country or region. Use when asked to plan HR for entering [country], decide between entity setup and EOR for a new market, build an HR readiness plan for expansion, assess labor law requirements for [count

• hr-global-hr

  Help HR teams manage international HR operations including multi-country compliance, global mobility, cross-cultural practices, and international workforce strategy. Use when asked to hire internationally, manage global HR compliance, build a global people strategy, handle expat management, expand H

• hr-hris

  Help HR managers, HR operations teams, and recruiters understand HRIS (Human Resource Information Systems), including HRIS platforms, implementation and migration, system integrations, employee data management, HR automation, and HRIS-related hiring. Use when asked to explain HRIS, choose an HRIS pl

• hr-immigration

  Help HR and mobility teams manage employee immigration and work authorization processes, including visa sponsorship, global mobility, and compliance tracking. Use when asked to sponsor a work visa, plan a global mobility relocation, track visa expiration compliance, draft an immigration policy, or s

• hr-internal-mobility

  Help HR teams design and manage internal mobility programs including lateral moves, promotions, project rotations, and internal hiring. Use when asked to build an internal mobility program, create internal job posting processes, manage internal transfers, design talent marketplace, or similar intern

• hr-interviewing

  Help HR managers, recruiters, hiring managers, and interview panels design structured, competency-based interview questions, interview guides, and evaluation scorecards for any role. Use when asked to design structured interview questions or scoring rubrics, design a structured interview, generate b

• hr-iot
• hr-job-analysis
• hr-job-architecture
• hr-job-description
• hr-knowledge-management
• hr-kpi
• hr-labor-relations
• hr-leadership-development
• hr-learning-development
• hr-learning-strategy
• hr-ma-integration-by-country
• hr-management
• hr-manager-effectiveness
• hr-market-mapping
• hr-mergers-acquisitions
• hr-mobile
• hr-offboarding
• hr-offer-management
• hr-onboarding
• hr-operating-model
• hr-organization-effectiveness
• hr-organization-network-analysis
• hr-organizational-design
• hr-organizational-development
• hr-passive-candidate-engagement
• hr-payroll
• hr-people-budgeting
• hr-people-leadership
• hr-people-operations
• hr-performance-management
• hr-performance-review
• hr-policy-management
• hr-post-merger-integration
• hr-predictive-analytics
• hr-product-management
• hr-project-management
• hr-prompt-engineering
• hr-qa
• hr-recognition
• hr-recruiting
• hr-recruitment-marketing
• hr-recruitment-operations
• hr-reference-checking
• hr-retained-search
• hr-retirement-benefits
• hr-risk-management
• hr-salary-benchmarking
• hr-search-strategy
• hr-security
• hr-service-delivery
• hr-shared-services
• hr-skills-intelligence
• hr-skills-management
• hr-skills-taxonomy
• hr-social-recruiting
• hr-software-architecture
• hr-strategic-planning
• hr-strategic-workforce-planning
• hr-succession-planning
• hr-system-design
• hr-system-integration
• hr-talent-acquisition
• hr-talent-crm
• hr-talent-intelligence
• hr-talent-management
• hr-talent-mapping
• hr-talent-supply-chain
• hr-technology
• hr-time-attendance
• hr-total-rewards
• hr-training-development
• hr-uiux
• hr-vendor-management
• hr-vietnam-context
• hr-wellbeing
• hr-workforce-capability
• hr-workforce-economics
• hr-workforce-forecasting
• hr-workforce-intelligence
• hr-workforce-planning
• hr-workforce-scenario-planning
• hr-workforce-scheduling
• hr-workforce-transformation