People Operations Safeguard

    1

    Turn vague HR asks into fair, job-related policies, interview kits, 30/60/90 plans, and review cycles — with jurisdiction-aware risk notes and escalation flags.

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    Claude CodeClaude CodeCursorCursorCodex CLICodex CLIMuseMuseDotsDots+21 more

    People Operations Safeguard

    Example session with this skill installed

    We're a 35-person remote-first SaaS startup (Delaware C-corp, no union, employees in several US states plus a new hire in Germany) hiring a Senior Backend Engineer. Our interviews have been totally unstructured — different questions per candidate, no rubric. Build a full hiring kit for this role: job description with pay-band placeholders, a competency-based interview question set that avoids unlawful topics, a weighted scorecard, and hiring-decision plus offer checklists. Flag what changes because of the Germany hire, and include a reusable respectful rejection email template. Use placeholders where you need our specifics.

    • Read your context and instructions
    • Compiled the people operations safeguard

    Summary

    Q4 performance review cycle for {{CompanyName}}'s {{TeamName}} (28 FTE, remote-first, {{Jurisdiction}}): weighted rubric, calibration protocol, PIP template, and manager comms. General HR information only, not legal advice — {{LegalReviewer}} must confirm local bonus and record-keeping rules.

    ArtifactStatusOwnerTarget date
    Competency rubric (4 axes, weighted)Drafted{{PolicyOwner}}Oct 3
    Self-assessment + peer feedback formDraftedHROct 6
    Calibration guide (anti-anchoring rules)Drafted{{ManagerName}}Oct 10
    PIP template with evidence logNeeds counsel review{{LegalReviewer}}Oct 12
    Manager announcement emailDraftedHRSep 29

    Next steps

    • Populate {{Jurisdiction}} placeholders; confirm statutory minimums with payroll
    • Route PIP records and any leave-related requests to a confidential channel
    • Book calibration before publishing ratings; scores entered individually first
    • Reuse the same rubric anchors in job descriptions to keep criteria job-related

    Connects securely to your tools. The creator never sees your data.

    About this skill

    Managers and founders often struggle to handle employment decisions without triggering legal risks or creating inconsistent standards. This skill converts vague HR needs into structured, job-related deliverables like interview kits, performance plans, and leave policies. It ensures every output is grounded in operational fairness and reminds you of the specific jurisdiction-based questions you need to answer.

    What it does

    • Hiring kit generation builds structured interview rubrics and scorecards focused on role-specific competencies.
    • Onboarding design creates 30/60/90 plans and first-week checklists to stabilize new hires.
    • Policy drafting produces leave, time-off, and scheduling frameworks with placeholders for local legal review.
    • Performance frameworks generates improvement plans (PIPs), goal-setting matrices, and review cycle templates.
    • Employee relations support drafts neutral investigation plans and complaint intake forms for sensitive issues.

    How it works

    1. Intake check identifies your jurisdiction, company size, and specific operational constraints.
    2. Posturing adds a legal posture note to ensure the draft is treated as guidance rather than binding advice.
    3. Artifact creation delivers the requested templates, tables, or communication snippets in Markdown.
    4. Risk flagging highlights areas where local law, data privacy, or union status require expert escalation.

    Frameworks & tools

    This skill produces standard Markdown artifacts compatible with GitHub, Notion, Slack, and common HRIS documentation fields.

    Why this beats prompting it yourself

    Generic prompts often result in risky advice that ignores jurisdiction-specific rights or fails to use job-related criteria. This skill forces a structured, defensive posture that protects employee rights and scales with your company.

    Use cases

    • Drafting a remote-friendly PTO policy for a growing 50-person startup.
    • Building a structured scorecard to remove bias from a high-volume hiring process.
    • Creating a Performance Improvement Plan with objective metrics and coaching steps.
    • Preparing an offboarding checklist to ensure secure transitions and legal compliance.

    Known limitations

    Does not provide binding legal certification, tax calculations, benefits administration, or immigration filings. High-risk actions like terminations require review by qualified local counsel.

    Produces general HR information, not legal advice — high-risk matters (termination, leave, investigations, immigration) still require local counsel review. Output quality depends on you supplying jurisdiction, headcount, and employment-type context; without it you get clearly-labeled neutral templates.

    How to use

    1. 1

      Connect your agent to the Agensi MCP

      Copy the prompt and paste it into Claude, ChatGPT, Cursor or any agent that supports MCP. It sets up the connection for you. Manual setup

    2. 2

      Sign in to Agensi

      Your agent shows a sign-in link. Sign in and click Allow.

    3. 3

      Ask for what you need

      Your agent loads this skill and uses it on your task. It always asks before any payment.

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    Trust & safety

    Security scan

    Security scan passed 26 days ago

    • Free with an Agensi account

    Permissions

    File Scopes

    *.md
    docs/**

    Needs read/write only for local Markdown files so drafts can extend existing handbooks and policy docs; no network or credential access.

    Listed26 days ago

    What's inside

    Frequently Asked Questions

    The skill addresses the risk of legal non-compliance and management inconsistency by providing structured, jurisdiction-aware templates for hiring, performance management, and policy drafting.

    You receive a suite of automated workflows for generating interview rubrics, 30/60/90 onboarding plans, policy frameworks, and neutral employee relations documentation.

    This skill outputs clean Markdown content, making it natively compatible with documentation tools like Notion, GitHub, and Slack, as well as most HRIS platforms.

    While it identifies jurisdiction-specific risks and flags areas for review, it is an operational tool and does not provide binding legal advice or formal certification.

    The skill is designed to work with major LLM agents that support structured intake; simply import the skill into your preferred workspace and follow the intake prompts to begin.

    No. It produces careful, structured first drafts with explicit risk notes and escalation flags, so counsel reviews a finished package instead of you improvising — it never certifies compliance for a specific jurisdiction.

    It is jurisdiction-aware by design: drafts are neutral, clearly mark what must be confirmed locally, and ask up to three intake questions (location, union/employment type, company size). It handles US state, EU/UK, and cross-remote hiring contexts.

    One Markdown package: context and assumptions, inputs and constraints, the core artifacts (templates, rubrics, tables, checklists), risk notes, an implementation plan with owners, and a ready-to-send communication draft with {{placeholders}} for your company facts.

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