Prompt Pack
Each prompt has:
- Foundation: Great for beginners and quick wins
- Advanced: For deeper analysis, strategy or when using your own data
You can also chain them, for example: run the foundation version, then ask the advanced version to refine or extend.
Privacy tip
When using these prompts, always adhere to your organisations AI Use Policy. If in doubt, check with your Driver or internal contact and avoid including organisational details or specific information. This helps maintain privacy while still getting valuable AI assistance.
The prompt collection
Job description optimiser
| Use case | Prompt |
|---|
| Create inclusive job descriptions (Foundation) | Create a job description for a [job title] role in [industry] at a [company size] organisation. Include key responsibilities, required qualifications and desired skills. Ensure the language is inclusive and free from bias. The role is based in [location] and must comply with [Australian/other] employment standards. Suggest 3 to 5 improvements to make it more attractive to diverse candidates. |
| Comprehensive job description development (Advanced) | Develop a comprehensive job description for a [job title] position at a [company size] organisation in [industry]. Structure it with: 1. A compelling introduction that links the role to our employee value proposition, 2. 5 to 7 key accountability areas with measurable outcomes, 3. Essential vs desirable criteria separated clearly, 4. Skills based competencies rather than years of experience, 5. An inclusive language audit with suggested edits, 6. A salary range transparency statement aligned with [Australian/other] law and internal equity, 7. A short growth pathway section that describes how this role can develop. Flag any phrasing that could unintentionally exclude or disadvantage protected groups and propose alternatives. Include suggested SEO keywords for posting on [platform: SEEK/LinkedIn/Indeed]. |
Learning needs analyser
| Use case | Prompt |
|---|
| Identify skill gaps and shape L&D plans (Foundation) | Based on these role requirements: [list requirements] And these current employee skills: [list skills or attach summary] Identify the top 5 skill gaps and suggest appropriate learning methods for each (for example coaching, formal training, stretch assignments, peer learning). |
| Comprehensive learning needs analysis (Advanced) | Conduct a learning needs analysis for a [small team under 10 / medium team 10-50 / large group 50+ people]. Given: business objectives [describe], current capability [describe], and future state requirements [describe]: 1. Map critical skill gaps in a simple 3 by 3 heat matrix (impact vs urgency) 2. Prioritise development areas by business impact and effort 3. Recommend blended learning pathways using the 70 20 10 model 4. Suggest 5 to 10 metrics to measure learning effectiveness 5. Outline a 90 day implementation roadmap with quick wins and longer term steps. |
Policy draft generator
| Use case | Prompt |
|---|
| Draft and modernise HR policies (Foundation) | Draft a [type of policy] policy for a [company size] organisation in [industry] operating in [locations]. Ensure it: aligns with [Australian/other] employment law at a high level, uses clear plain language, and includes key sections for employees and managers. |
| Comprehensive policy development (Advanced) | Create a comprehensive [policy type] policy for a [company size] organisation operating in [countries/locations]. Structure it with: 1. Purpose and scope 2. Roles and responsibilities 3. Step by step procedures for employees and managers 4. Links to relevant legislation, Awards or enterprise agreements (summarised, not quoted) 5. Examples and edge cases 6. Monitoring, review and escalation processes 7. Version control and review cadence 8. Communication and training plan. At the end, list sections that must be reviewed by legal or external advisers in each jurisdiction. |
Reminder: Use anonymised data with identifying details removed.
| Use case | Prompt |
|---|
| Turn exit data into retention actions (Foundation) | Summarise the key themes from these exit interview notes: [paste or attach anonymised notes/file]. Identify: top 3 reasons people are leaving, top 3 improvement opportunities, and 3 quick win actions we could take in the next 90 days. |
| Comprehensive exit data analysis (Advanced) | Analyse exit interview themes and patterns: [paste or attach anonymised notes/file]. Please: 1. Group reasons for leaving into themes with frequency counts 2. Highlight patterns by tenure, function or location 3. Identify any managers or teams with higher risk patterns 4. Estimate cost of turnover using reasonable assumptions 5. Recommend a prioritised action plan with owners, expected impact and a simple success metric for each item. |
Onboarding journey designer
| Use case | Prompt |
|---|
| Design onboarding that accelerates time to productivity (Foundation) | Design a first week onboarding schedule for a new [role title] in [location] working [onsite/hybrid/remote]. Include key meetings, training sessions, systems access and check ins with their manager and team. |
| Comprehensive 90-day onboarding journey (Advanced) | Develop a 90 day onboarding journey for a [role level] in [function] at a [company size] organisation. Include: 1. Pre boarding actions and communications 2. Week by week learning objectives and activities 3. Key stakeholder meetings with suggested questions 4, 30/60/90 day checkpoints with success indicators 5. A short manager guide for running effective check ins 6. A simple way to gather feedback from the new starter at days 14, 45 and 90. Provide two versions: one optimised for mostly remote work and one for mostly onsite work. |
Culture assessment builder
| Use case | Prompt |
|---|
| Measure and understand culture and engagement (Foundation) | Create 10 survey questions to assess employee engagement and culture at a [industry] organisation with [number] employees. Include a mix of scaled and open ended questions and avoid leading language. |
| Comprehensive culture assessment framework (Advanced) | Design a culture assessment framework for a [company size] organisation going through [type of change, for example merger, restructuring, rapid growth]. Provide: 1. A short set of dimensions to measure (for example trust, clarity, inclusion, growth, workload) 2. A question bank mapped to each dimension 3. Suggestions for segmenting results (for example team, level, location, tenure) 4. A simple heat map concept to show strengths and risks 5. 5 to 8 follow up questions for focus groups. Include a short note on psychological safety and how to protect confidentiality, especially for small teams or markets. |
Workforce planning calculator
| Use case | Prompt |
|---|
| Forecast headcount needs and gaps (Foundation) | Our [department] currently has [number] employees. We expect [growth percentage] growth each year and typical turnover of [percentage] in our industry. Estimate the headcount we should plan for over the next [number] years and summarise key risks and assumptions. |
| Comprehensive workforce planning (Advanced) | Build a simple workforce plan for the next 3 years for [organisation/division] with current headcount of [number]. Using these assumptions: growth [describe], turnover [rate], retirement eligibility [number], and any known changes such as acquisitions or technology shifts [describe]: 1. Forecast demand by role family and level 2. Estimate internal supply, including promotions and lateral moves 3. Identify gaps and suggested actions (hire, build, outsource, automate) 4. Provide a summary table that could be pasted into Excel. |
Interview question bank creator
| Use case | Prompt |
|---|
| Build consistent, evidence based interviews (Foundation) | Generate 5 behavioural interview questions for a [role title] that assess [key competencies, for example stakeholder management, problem solving, learning agility]. For each question, describe what a strong answer would include. |
| Comprehensive structured interview guide (Advanced) | Create a structured interview guide for a [role title] at [level] in [function]. Include: 1. A simple competency model with 5 to 7 core competencies and behavioural indicators 2. 3 to 5 behavioural questions per competency with follow up probes 3. A 1 to 5 rating scale with clear behavioural anchors 4. 3 situational judgement scenarios that reflect our context in [industry] 5. A short checklist for interviewers on avoiding bias and staying compliant with [Australian/other] law. |
Wellbeing program designer
| Use case | Prompt |
|---|
| Shape wellbeing programs and WHS aligned initiatives (Foundation) | Suggest 5 employee wellbeing initiatives suitable for a [company size] organisation with [remote/hybrid/onsite] workers in [industry]. For each, outline expected benefits and rough cost level (low/medium/high). |
| Comprehensive wellbeing strategy (Advanced) | Design a wellbeing strategy for a [organisation size] workforce with these characteristics: [demographics, locations, working patterns]. Current challenges include: [describe]. Please: 1. Map initiatives across physical, mental, financial and social wellbeing 2. Prioritise using a simple impact vs effort matrix 3. Suggest a 12 month roadmap with pilots and scale up 4. Propose 8 to 10 measures beyond participation rates 5. Note any considerations under Australian WHS and psychosocial hazard guidance at a high level. |
Change management communicator
| Use case | Prompt |
|---|
| Communicate change clearly and empathetically (Foundation) | Write an all staff email announcing [type of change] that will affect [who/what]. Include: what is changing and why, high level timeline, how it will impact employees, and where they can get more information or support. |
| Comprehensive change communication plan (Advanced) | Develop a change communication plan for [major change initiative] affecting a [small organisation under 100 / medium organisation 100-1000 / large organisation 1000+ employees]. Provide: 1. A stakeholder map with key groups and their main concerns 2. A messaging matrix with tailored key messages per group 3. A communication timeline across channels such as email, town halls, leader toolkits and intranet 4. A short FAQ outline 5. Suggestions for how HR can support leaders to have local conversations. |
Employee handbook moderniser
| Use case | Prompt |
|---|
| Modernise handbooks and intranet content (Foundation) | List the essential sections that should be included in an employee handbook for a [company size] organisation in [industry] operating in [locations]. Prioritise the top 10 sections and briefly describe what each should cover in plain language. |
| Comprehensive handbook modernisation (Advanced) | We are a [company size] organisation moving to [hybrid/flexible] working. Using this current handbook: [describe or attach], suggest how to modernise it by: 1. Reordering content around real employee journeys (joining, growing, leaving) 2. Turning long policies into shorter, scannable summaries with links to full policies 3. Suggesting visuals, diagrams or decision trees for complex topics 4. Identifying any content that may be outdated for Australian employment standards or our new ways of working. |
Conflict resolution facilitator
| Use case | Prompt |
|---|
| Support managers to resolve conflict and repair teams (Foundation) | Two team members are having ongoing conflict about [issue]. Provide a step by step approach a manager or HR partner can use to: prepare for the conversation, run a joint discussion, agree on next steps and follow up. |
| Comprehensive conflict resolution approach (Advanced) | Design a conflict resolution approach for this scenario: [describe]. Include: 1. Key questions to understand root causes 2. Options for informal resolution vs formal processes 3. Example language to use in difficult moments 4. Specific documentation HR should keep 5. A short plan for monitoring the situation afterwards and rebuilding trust in the team. |
AI adoption readiness assessor
| Use case | Prompt |
|---|
| Plan HR’s AI journey (Foundation) | Assess our HR team’s readiness for using AI tools. We currently use [list tools/systems] and our team’s comfort with technology is [describe]. What should we focus on in the next 6 to 12 months to safely and effectively adopt AI in HR? |
| Comprehensive AI adoption roadmap (Advanced) | Develop an AI adoption roadmap for an HR team of [size] supporting [number] employees in [industry]. Please: 1. Assess likely readiness across people, process, data and technology 2. Suggest 10 to 15 HR use cases to prioritise, mapped by impact and feasibility 3. Outline capability building steps for HR business partners, advisors and leaders 4. Highlight data privacy, employment law and change management considerations in [Australian/other] context at a high level 5. Propose a simple success scorecard to track progress. |
Succession planning strategist
| Use case | Prompt |
|---|
| Build leadership pipelines and reduce key person risk (Foundation) | Identify succession planning priorities for our [department/organisation] with [number] critical roles. Outline a simple process we can follow over the next 6 months, including workshops, templates and ownership. |
| Comprehensive succession planning framework (Advanced) | Create a succession planning framework for [organisation size] with [number] identified critical roles. Provide: 1. A simple way to assess role criticality 2. A high level approach to identifying successors and assessing readiness 3. A template for individual development plans 4. A short plan for reviewing progress with executives twice a year 5. Suggestions on how to ensure diversity is built into the pipeline, not treated as an afterthought. |
