# AI in HR: 32 Claude Skills to Run HR as a Fair Process AI in HR and HR automation, done fairly: 32 free Claude skills for complaints, investigations, discipline, leave, pay and the handbook. - Page: https://lantern.meet-polar-bear.com/skills/ai-for-hr-pack - Download: https://lantern.meet-polar-bear.com/skills/ai-for-hr-pack.zip - Source: https://github.com/polar-bear-org/claude-skills/tree/main/packs/ai-for-hr-pack - Price: free ## Install in Claude Code ``` /plugin marketplace add polar-bear-org/claude-skills /plugin install ai-for-hr-pack@polar-bear-skills ``` ## The 32 skills you get The set follows the HR week, in eight parts: running the desk, complaints and investigations, performance and discipline, leave and absence, pay and levels, policies and the handbook, how people stay and leave, and how they join. ### 1 · Run the HR desk - **HR RACI Matrix** — use when: Every manager's people problem lands on your desk. Output: A who-owns-what matrix across HR, managers, employees, payroll, legal and leaders, “manager first” rules, an escalation line, and a must-do list leadership signs. - **HR Calendar** — use when: Q4 stacks enrollment, reporting and reviews on one person again. Output: A 12-month calendar with an owner and lead time per item, statutory and reporting dates marked for an adviser, and a clash check against your busy season. - **HR Compliance Checklist** — use when: Nobody can say which rules apply to you this year. Output: An obligations register by location and headcount, a source link and date checked per line, a next action and owner, and an “adviser confirmed on” column that stays empty until a person fills it. - **HR Audit** — use when: You inherited months of no HR and files in random folders. Output: An audit across files, policies and practices, a gap list ordered by risk and effort, a fix plan with owners, and the deficiency summary leaders sign off. - **HR Dashboard** — use when: Leaders think HR adds nothing and you cannot show the work. Output: A one-page aggregate dashboard — headcount, hires, leavers, turnover, absence, open cases — with a definition per metric, small groups suppressed, and a “what this cannot tell you” line. ### 2 · Complaints and investigations - **Employee Relations Intake** — use when: Someone raises a concern and you must choose what happens next. Output: A first-conversation script, an intake note, the route options, and who decides the route. - **Grievance Procedure** — use when: Complaints go nowhere because nobody knows the steps. Output: A written procedure from informal first to appeal, with timescales, roles, and the rule for when the grievance is about the person who would hear it. - **Workplace Investigation Plan** — use when: Your first serious investigation lands. Output: Terms of reference, an investigator conflict check, interview order and questions, an evidence log, and a confidentiality script. - **Investigation Report Template** — use when: Interviews are done and the write-up must not decide the outcome. Output: A report that keeps allegation, evidence, findings of fact and open questions apart, leaves the decision to a named decision maker, and indexes the evidence. - **Employee Relations Case Log** — use when: You cannot find what was said, when, once a claim arrives. Output: A case log with stage, owner, next date and documents, the rules for what to record and what not to, and a monthly aggregate count. ### 3 · Performance and discipline - **Performance Improvement Plan (PIP)** — use when: Everyone says nobody comes back from a PIP. Output: The specific gap with dated examples, the standard, the support offered, review points and the possible outcomes, after a pre-check of who decided a PIP is warranted. - **Disciplinary Procedure** — use when: A disciplinary meeting went wrong on paperwork. Output: A standing procedure from establishing facts to appeal, the warning levels and how long each stays live, suspension as a last resort, and who may accompany the employee. - **Written Warning** — use when: A manager wrote someone up and they never got to answer. Output: The hearing invitation, the warning or outcome letter, the appeal invitation and the appeal outcome — each only from recorded facts and a decision a named person has made. - **Termination Letter** — use when: The decision is made and the meeting must not be improvised. Output: A meeting plan with one stated reason, who is in the room and what not to say, the letter itself, and the final pay and benefits questions for payroll and an adviser. ### 4 · Leave and absence - **Leave of Absence Plan** — use when: Letters, pay and return dates turn into a mess. Output: A case plan for one person's leave with the eligibility points to confirm, notices, contact, cover and return, the letters, and the questions for the leave administrator. - **Reasonable Accommodation Process** — use when: Someone senior wants to say no without the conversation. Output: An interactive process record with the options explored and the reason for the choice, a response letter, and adviser questions before any refusal. - **Absence Management** — use when: You must talk about a pattern without accusing anyone. Output: Reporting and recording rules, a return-to-work meeting guide, review points that open a conversation instead of an automatic warning, and an adjustments check. - **Leave Policy** — use when: Nobody explained accrual and a leaver got billed for PTO. Output: Holiday and PTO (accrual, carry-over, payout on leaving) plus sick, parental, bereavement and carer leave, statutory floors flagged for an adviser, and a named owner for every enhancement. ### 5 · Pay and levels - **Job Architecture** — use when: You are building levels from nothing. Output: Job families, levels with written differences, title rules, how roles move up, and a leveling guide that describes roles and never rates people. - **Salary Bands** — use when: A rehire gets offered above the top of the band. Output: Bands per level — minimum, midpoint, maximum, range spread — from market data you supply, the rules for offers, moves, interim cover and rehires, and a band letter. - **Pay Equity Audit** — use when: A leaked offer shows two people on very different pay. Output: An aggregate comparison of pay for equal work by level and group, gap figures where required, small groups suppressed, each gap turned into a question a named person must explain, and an action plan. - **Compensation Philosophy** — use when: Pay is decided deal by deal and HR is left out. Output: One page on market position, what pay rewards, how progression works, what is shared openly and with whom, the review rhythm, and a trade-offs table for leaders to decide. ### 6 · Policies and handbook - **HR Policy** — use when: A policy exists that nobody can administer. Output: One policy at a time in plain language, with scope, owner, version and review date, a section on how managers apply it, and adviser questions for every clause with a legal effect. - **Employee Handbook** — use when: The rewrite has been “next month” for a year. Output: A handbook assembled from your approved policies, contents in the order a new starter needs them, a disclaimer flagged for an adviser, an acknowledgement page, a change log, and a gap list. - **Code of Conduct** — use when: Nothing written says what happens when a line is crossed. Output: Your values as observable behaviours, conflicts of interest and relationships with a disclosure route, privacy at work, a speak-up route, a non-retaliation statement, and what happens after a breach. - **HR Policy FAQ** — use when: A fifth of your week goes to questions the handbook answers. Output: Answers drafted for HR to review from your approved handbook text only, with the clause quoted, “our policy does not cover this” when it does not, medical, legal and personal questions routed to a person, and no record of who asked. ### 7 · Stay and leave - **Stay Interview Questions** — use when: Exit interviews tell you why people left too late. Output: A short question set, an opening and closing script for the manager, a stay plan per person that the manager owns, and a team-level theme read. - **Exit Interview Questions** — use when: Leavers decline because “nothing ever changes”. Output: Who runs the interview (not the line manager), the question set, a consent and recording note, a quarterly theme read for groups only, and the loop back to leaders. - **Offboarding Checklist** — use when: A leaver's access stays live or final pay becomes a dispute. Output: Notice to last day and after, final pay and PTO questions for payroll and an adviser, access removal by system with an owner, equipment, records retention, and the leaver's own copy. ### 8 · Join - **Offer Letter** — use when: An offer has to go tonight and the template is old. Output: An offer drafted from terms a named person approved, a clause list for adviser review, and a check against what the contract says. - **Onboarding Checklist** — use when: Onboarding stops at paperwork. Output: Before day one to day 90 in four blocks — compliance, clarification, culture, connection — with an owner and date per item, and the new starter's own copy. - **Probation Review** — use when: Probation end dates pass unnoticed. Output: Expectations agreed at the start, review meeting dates, a short review form for the manager, extension rules, and outcome letters drafted only after the manager decides. ## Workflows - **Run the HR desk** (Every manager's people problem lands on your desk.) HR RACI Matrix → HR Calendar → HR Compliance Checklist → HR Audit → HR Dashboard - **Handle a complaint** (A complaint has come in and you need to choose the route.) Employee Relations Intake → Grievance Procedure → Employee Relations Case Log - **Run an investigation** (The route is an investigation, and a named person needs the facts.) Employee Relations Intake → Workplace Investigation Plan → Investigation Report Template → Employee Relations Case Log - **Performance and discipline** (A performance or conduct issue needs a fair, written process.) Performance Improvement Plan (PIP) → Disciplinary Procedure → Written Warning → Termination Letter - **Build pay bands** (You bought pay data and have no levels to compare it against.) Job Architecture → Salary Bands → Pay Equity Audit - **Write the rules down** (A policy nobody can administer, and staff with questions.) HR Policy → Employee Handbook → HR Policy FAQ ## The quality bar - Place first: every skill with law in it asks where the person works before drafting, marks statutory points “confirm with a qualified adviser” and lists the questions to ask - Every output ends with the decision a named person makes, and by when - Facts apart from findings, findings apart from decisions: investigations, reports and letters keep what happened, what was found and what was decided in separate places - Letters follow decisions: no warning, outcome, termination or offer letter is drafted until a named person has recorded the decision and the reason - Aggregate only: reports about groups suppress small groups, nothing profiles or tracks an individual, and the policy FAQ keeps no record of who asked - No invented facts: numbers, dates, clauses and quotes come from you or a cited source, and everything else stays a [placeholder] - Claude writes the process, never the verdict: it never screens, ranks, scores or reads people ## Questions people ask ### What is in the AI for HR pack? 32 Claude skills that follow the HR week in eight parts: the HR desk, complaints and investigations, performance and discipline, leave and absence, pay and levels, policies and the handbook, stay and leave, and join. Each skill produces one artifact you can use the same day. ### How do I install these Claude skills? In Claude Code, two lines install all 32 at once. In Claude.ai or Claude Desktop, download the zip, open Settings, Skills, Add, and upload the skills you want. Either way it takes about five minutes. ### Do I need Claude Code to use them? No. The skills work in Claude.ai, Claude Desktop and Claude Code. In the app you upload them yourself; in Claude Code one command installs the whole pack. ### Do the skills work with ChatGPT or other assistants? They are built as Claude Skills, and installing them is a Claude feature. Each one is a plain Markdown file, so you can read it and reuse the method elsewhere, but it will not load and trigger by itself outside Claude. ### Will Claude decide about an employee? No. Claude writes the process, never the verdict. It never screens, ranks, scores or reads people. A named person decides and signs every decision about someone, and every legal point goes to a qualified adviser for the country it concerns. ### Is the pack free? Yes. It is free to use inside your company and in client work, and not for resale. There is no signup: the download and the install command are on this page. ## About Written by Polar Bear (https://meet-polar-bear.com/). Published on Lantern (https://lantern.meet-polar-bear.com/), which turns your notes, documents and call transcripts into social post drafts you review and publish.