feat: add 27 new skills across 7 professions — 80 skills, 21 plugins (v5.0.0)
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mohitagw15856
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{
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"$schema": "https://anthropic.com/claude-code/plugin.schema.json",
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"name": "pm-hr",
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"version": "1.0.0",
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"description": "HR skills: Job Description Writer, Onboarding Plan, Employee Engagement Survey, Redundancy Consultation. Write inclusive JDs, build 30/60/90-day plans, design engagement surveys, and structure legally compliant redundancy processes.",
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"author": {
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"name": "Mohit Aggarwal",
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"email": "mohit15856@gmail.com"
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},
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"homepage": "https://github.com/mohitagw15856/pm-claude-skills",
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"license": "MIT",
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"keywords": ["hr", "people", "job-description", "onboarding", "engagement", "redundancy", "recruitment"]
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}
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---
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name: employee-engagement-survey
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description: "Design an employee engagement survey and analyse results. Use when asked to create an employee survey, engagement questionnaire, pulse survey, or eNPS survey. Also use when asked to analyse survey results. Produces a complete survey with questions, rating scales, and an analysis framework."
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---
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# Employee Engagement Survey Skill
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Designs complete employee engagement surveys and provides a framework for analysing and acting on results.
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## Mode Detection
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- User provides survey results -> Analysis mode
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- User wants to create a survey -> Design mode
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---
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## Design Mode
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### Required Inputs
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- Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
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- Company size and stage
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- Key areas of concern (optional)
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- Anonymity approach
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- Length target (short: 5-10 / standard: 15-25 / comprehensive: 30+)
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### Opening Statement (always include)
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"This survey is anonymous. Your responses help us understand what is working and what to improve. Results will be shared with [who] and we will communicate actions taken by [date]."
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### Core Questions
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**Overall Engagement**
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1. On a scale of 0-10, how likely are you to recommend [Company] as a great place to work? (eNPS)
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2. I feel proud to work at [Company]. [1-5]
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3. I intend to still be working here in 12 months. [1-5]
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**Role and Clarity**
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4. I understand how my work contributes to company goals. [1-5]
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5. I have the tools and resources I need to do my job. [1-5]
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6. My workload is manageable. [1-5]
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**Manager and Team**
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7. My manager gives useful feedback. [1-5]
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8. My manager cares about my development. [1-5]
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9. I feel part of a team that works well together. [1-5]
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**Culture and Belonging**
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10. I feel I can be myself at work. [1-5]
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11. People treat each other with respect. [1-5]
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12. [Company] lives by its stated values. [1-5]
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**Growth and Recognition**
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13. I have opportunities to grow and develop. [1-5]
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14. My contributions are recognised. [1-5]
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15. I have had a meaningful career conversation in the last 6 months. [Yes/No]
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**Open questions (always include)**
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- What is one thing [Company] should start doing?
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- What is one thing [Company] should stop doing?
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- Anything else to share?
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---
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## Analysis Mode
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### Analysis Output
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**1. Headline Scores**
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| Metric | Score | Benchmark | Trend |
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|---|---|---|---|
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| eNPS | [-100 to +100] | Industry avg | vs last survey |
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eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent
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**2. Strengths** — Top scoring areas with evidence.
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**3. Improvement Areas** — 3 lowest scoring areas with verbatim comment themes.
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**4. Action Planning Template**
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| Improvement area | Action | Owner | Timeline | Measure |
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|---|---|---|---|---|
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**5. Communication Template** — Draft message to share results with employees.
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## Example Trigger Phrases
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- "Create an employee engagement survey for our team"
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- "Design a pulse survey for [topic]"
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- "Analyse these engagement survey results: [paste]"
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---
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name: job-description-writer
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description: "Write a clear, inclusive, and structured job description for any role. Use when asked to write a job description, job posting, JD, or job advert. Produces a complete JD with role summary, responsibilities, requirements, and inclusive language review."
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---
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# Job Description Writer Skill
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Writes complete, inclusive job descriptions that attract the right candidates and reduce bias in the hiring process.
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## Required Inputs
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- **Job title and level**
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- **Team and reporting line**
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- **Top 5 things this person will actually do**
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- **Must-have requirements** (be ruthless — only what is truly required)
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- **Nice-to-have requirements**
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- **Salary range** (JDs with salary ranges get 30% more applicants)
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- **Location and remote policy**
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- **Company description** (2-3 sentences)
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## Output Structure
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### [Job Title]
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**[Company] | [Location] | [Remote policy] | [Salary range]**
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**About [Company]**
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[2-3 sentences. Specific and honest — not marketing copy.]
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**The Role**
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[3-4 sentences. What this person will own, why the role exists now, what success looks like in year one.]
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**What You Will Do**
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[6-8 bullet points. Outcomes and responsibilities, not activities. Start each with an action verb. Most important first.]
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**What We Are Looking For**
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Must have (4-6 items only):
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- [Requirement]
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Nice to have (3-4 items):
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- [Nice to have]
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**What We Offer**
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[Compensation, benefits, development. Be specific.]
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**How to Apply**
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[Clear instructions. What to send, where, timeline.]
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---
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### Inclusive Language Review
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**Words to remove or replace:**
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| Original | Replace with | Why |
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|---|---|---|
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| "rockstar" | "experienced" | Gendered connotation |
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| "ninja" | "skilled" | Same issue |
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| "must have degree" | "relevant experience or qualification" | Excludes qualified non-graduates |
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**Requirement audit:**
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- Years of experience requirements flagged (screen out women and underrepresented groups disproportionately)
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- Any requirements potentially discriminating against protected characteristics
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## Quality Checks
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- Salary range included
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- Must-haves genuinely essential (6 items max)
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- Each responsibility starts with action verb
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- Inclusive language review completed
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- No years-of-experience requirements unless legally required
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## Example Trigger Phrases
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- "Write a job description for a [role]"
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- "Create an inclusive job posting for [role]"
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- "Review and rewrite this JD: [paste]"
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---
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name: onboarding-plan
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description: "Create a structured 30/60/90-day onboarding plan for any new hire. Use when asked to write an onboarding plan, new hire plan, 30-60-90 day plan, or first 90 days roadmap. Produces a week-by-week plan with milestones, meetings, learning goals, and success criteria."
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---
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# Onboarding Plan Skill
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Creates a complete, structured onboarding plan tailored to a specific role — covering the first 90 days with clear milestones and success criteria.
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## Required Inputs
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- **Role and level** of the new hire
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- **Team and manager**
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- **Key stakeholders** they will work with
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- **Top 3 priorities** for their first 90 days
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- **Tools and systems** they will need access to
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- **Company stage** (startup / scaleup / enterprise)
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## Output Structure
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### Onboarding Plan: [Name] — [Role]
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**Start date:** [Date] | **Manager:** [Name] | **Buddy:** [Name]
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---
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### Before Day 1 (Manager checklist)
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- IT setup: laptop, accounts, email, Slack, key tools
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- Access provisioned to key systems
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- First week calendar blocked with key meetings
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- Buddy assigned and briefed
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- Welcome message sent with Day 1 logistics
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---
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### Week 1: Orient
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Theme: Listen, learn, do not act yet.
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| Day | Focus | Key activities |
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| Day 1 | IT setup, team intro | 1:1 with manager, team lunch |
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| Day 2 | Product deep dive | Demo, key docs to read |
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| Day 3 | Process and tools | Shadow key workflows |
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| Day 4 | Stakeholder intros | 3-4 intro 1:1s |
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| Day 5 | Week 1 debrief | Check-in, questions logged |
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**Week 1 milestone:** Can describe what the company does, the team role, and their top 3 priorities.
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---
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### Days 8-30: Learn
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Learning goals:
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- Deep understanding of product from customer perspective
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- Know key metrics the team is measured on
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- Understand current projects and status
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- Map key stakeholder relationships
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- Complete all compliance/HR training
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**30-day milestone:** All stakeholder 1:1s complete. 2-3 early observations shared with manager.
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---
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### Days 31-60: Contribute
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Goals:
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- Own at least one project end-to-end
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- Make one meaningful contribution
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- Build cross-functional relationships
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- Identify one process improvement
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**60-day milestone:** Delivered one tangible output. Manager says "this person is contributing."
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---
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### Days 61-90: Lead
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Goals:
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- Operating independently on core responsibilities
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- Has formed and shared a point of view on priorities
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- Building reputation with key stakeholders
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**90-day milestone:** Ready for formal review. Clear 6-month plan in place.
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---
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### 90-Day Review Questions
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Manager: Meeting expectations? What to double down on? What to develop?
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New hire: Have the clarity, tools, support needed? What surprised you? What would you change about onboarding?
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## Example Trigger Phrases
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- "Create a 30/60/90 day plan for a new [role]"
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- "Write an onboarding plan for [name] starting as [role]"
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- "Build a first 90 days roadmap for our new hire"
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---
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name: redundancy-consultation
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description: "Structure a redundancy consultation process and draft key communications. Use when asked to plan a redundancy process, write a redundancy letter, structure a consultation, or manage a reduction in force. UK employment law focus. Always recommend qualified HR/legal advice before proceeding."
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---
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# Redundancy Consultation Skill
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Structures redundancy processes and drafts communications. Significant legal and human risk — always flag that employment legal advice is essential before proceeding.
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WARNING: Defaults to UK employment law (Employment Rights Act 1996). Always recommend qualified HR/legal advice before any redundancy action.
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## Required Inputs
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- **Number of roles affected** (1-19 = individual; 20+ = collective consultation required)
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- **Reason for redundancy** (genuine business reason)
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- **Jurisdiction** (UK / US / EU / Other)
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- **Timeline constraints**
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- **Selection pool** (if multiple people in similar roles)
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## Output Structure
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### 1. Process Overview
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**Individual redundancy (fewer than 20):**
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| Stage | Action | Minimum timeline |
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| 1 | Confirm business case internally | Before any communication |
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| 2 | At-risk notification meeting | Day 1 |
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| 3 | Individual consultation | Minimum 1 meaningful meeting |
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| 4 | Redundancy confirmed or alternative found | After genuine consideration |
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| 5 | Notice period begins | Per contract |
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| 6 | Final day and payment | Per contract + statutory |
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**Collective redundancy (20+ roles — UK):**
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- Minimum 45 days consultation before first dismissal
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- Must notify BEIS (HR1 form) before consultation begins
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- Employee representatives must be elected if no union recognised
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- Failure = unlimited protective award per employee
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### 2. Selection Criteria (if pool exists)
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Objective, non-discriminatory only: skills/qualifications, performance (documented evidence), attendance (exclude disability/pregnancy-related absences), length of service (tiebreaker only).
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NEVER select on: age, disability, pregnancy/maternity, part-time status, trade union membership.
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### 3. At-Risk Letter Draft
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"Dear [Name], I am writing to inform you that your role of [Job Title] is at risk of redundancy. This is because [specific business reason]. We would like to meet on [date] to discuss the situation and explore alternatives. You have the right to be accompanied by a colleague or trade union representative. No decision has been made. Yours sincerely, [Manager]"
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### 4. Consultation Meeting Script
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Opening: "No decision has been made. This meeting is to explain the situation and listen to your views."
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Key questions: Any ways to avoid this? Alternative roles of interest? Anything about selection to challenge?
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### 5. Redundancy Confirmation Letter Draft
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Issued only after genuine consultation. Must include: statutory pay calculated, notice period, payment for accrued holiday, right of appeal.
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### 6. Statutory Redundancy Pay Guide (UK)
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- Under 22: 0.5 week per year of service
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- 22-40: 1 week per year of service
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- 41+: 1.5 weeks per year of service
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- Weekly pay capped (verify current rate)
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- Maximum 20 years counts
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---
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WARNING: Take advice from an employment lawyer or qualified HR professional before beginning any redundancy process.
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## Example Trigger Phrases
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- "Help me structure a redundancy consultation"
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- "Draft an at-risk letter for [role]"
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- "What is the process for making someone redundant in the UK?"
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