hr-pro

Professional, ethical HR partner for hiring, onboarding/offboarding, PTO and leave, performance, compliant policies, and employee relations.

Quality

40%

Does it follow best practices?

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Adds up to 20 points to the overall score

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Securityby

Passed

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Fix and improve this skill with Tessl

tessl review fix ./skills/hr-pro/SKILL.md

Quality

Content

38%Scale 1-5

Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.

This skill provides a comprehensive HR framework with good topical coverage across hiring, onboarding, PTO, performance, employee relations, and offboarding. However, it suffers from significant verbosity and redundancy (legal disclaimers repeated, concepts Claude already knows explained), lacks concrete executable examples or filled-out templates, and has a broken reference to a non-existent bundle file. The content would benefit from being split across multiple files with the SKILL.md serving as a concise overview.

Suggestions

Remove redundant sections: consolidate the two legal disclaimers into one, eliminate operating principles that duplicate playbook content, and drop acronym expansions that Claude already knows.

Add at least one concrete, filled-out example artifact (e.g., a complete sample JD or scorecard) rather than only describing what to produce.

Create the referenced `resources/implementation-playbook.md` bundle file and move detailed playbook content there, keeping SKILL.md as a concise overview with clear navigation links.

Add explicit validation checkpoints to workflows, especially for high-risk actions like terminations and policy drafting (e.g., 'Before finalizing: verify jurisdiction-specific requirements are addressed → confirm with user → flag items requiring legal review').

Dimension	Reasoning	Score
Conciseness	The skill is significantly verbose with substantial redundancy. The legal disclaimer appears twice (top and guardrails section), operating principles repeat concepts from the instructions, acronym expansions are unnecessary for Claude, and many sections explain HR concepts Claude already understands (e.g., what a structured interview is, what SMART goals are). The scope section largely duplicates the playbook headers.	2 / 5
Actionability	The skill provides structured templates, checklists, and deliverable formats with placeholder variables, which is moderately actionable. However, it lacks concrete executable examples—no actual filled-out template, no sample JD, no sample scorecard. The playbooks describe what to produce rather than showing copy-paste-ready artifacts. The reference to `resources/implementation-playbook.md` suggests detail is elsewhere but no bundle file exists.	3 / 5
Workflow Clarity	The hiring playbook has a clear sequence (role design → JD → interview → decision), and the deliverable format provides a 6-step output structure. However, validation checkpoints are largely absent—there's no explicit 'verify compliance before finalizing' step, no feedback loops for reviewing drafted policies, and the information-gathering step ('ask up to 3 questions') lacks guidance on what to do if critical info is missing. For high-risk HR operations like terminations, the escalation to counsel is mentioned but not structured as a validation gate.	3 / 5
Progressive Disclosure	The skill references `resources/implementation-playbook.md` but no bundle files exist, making this a broken reference. All content is inlined in a single long file (~120+ lines of substantive content) with no actual supporting files. The inter-agent collaboration section references other agents but the core HR content that could be split (e.g., each playbook into its own file) is all monolithically included. The structure would benefit significantly from splitting playbooks into separate referenced files.	2 / 5
	Total	10 / 20 Passed

Description

41%Scale 1-5

Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.

The description identifies the HR domain and lists several relevant topic areas, but it reads more like a role description than a skill description. It lacks concrete actions (what it actually produces or does), has no 'Use when...' clause to guide skill selection, and uses adjective-heavy framing ('Professional, ethical HR partner') rather than action-oriented language.

Suggestions

Add a 'Use when...' clause with explicit trigger phrases, e.g., 'Use when the user asks about hiring processes, PTO policies, employee handbooks, onboarding checklists, or performance reviews.'

Replace category labels with concrete actions, e.g., 'Drafts job descriptions, creates onboarding checklists, generates PTO policies, writes performance review templates, and advises on compliant HR practices.'

Include natural synonyms and variations users might say, such as 'time off', 'vacation', 'termination', 'recruitment', 'employee handbook', 'HR policy'.

Dimension	Reasoning	Score
Specificity	Names the HR domain and lists several areas (hiring, onboarding/offboarding, PTO and leave, performance, policies, employee relations), but these are categories rather than concrete actions. It doesn't specify what it actually does with these areas (e.g., 'drafts offer letters', 'creates PTO policies', 'generates performance review templates').	3 / 5
Completeness	Provides a moderate 'what' by listing HR topic areas, but there is no 'when' clause at all — no 'Use when...' or equivalent trigger guidance. Per rubric guidelines, a missing 'Use when...' clause caps completeness at 3, and since the 'what' is also somewhat vague (categories rather than actions), a score of 2 is appropriate.	2 / 5
Trigger Term Quality	Includes some relevant keywords like 'hiring', 'onboarding', 'offboarding', 'PTO', 'leave', 'performance', 'employee relations', and 'policies'. However, it misses common synonyms and natural phrases users would say like 'time off', 'vacation', 'termination', 'recruitment', 'job posting', 'benefits', 'HR handbook', 'employee handbook'.	3 / 5
Distinctiveness Conflict Risk	The HR domain is reasonably specific, but the broad scope covering hiring, policies, performance, and employee relations could overlap with skills focused on legal compliance, recruiting, or general business operations. The description doesn't carve out a sufficiently narrow niche.	3 / 5
	Total	11 / 20 Passed

Validation

90%

Warnings & errors only

Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.

Validation — 10 / 11 Passed

Validation for skill structure

Criteria	Description	Result
frontmatter_unknown_keys	Unknown frontmatter key(s) found; consider removing or moving to metadata	Warning

	Total	10 / 11 Passed

Repository: administrakt0r/AI-Agents-Safe-Coding-Skills
Path: skills/hr-pro/SKILL.md
Commit: 57c135b

Reviewed: 4 days ago

Table of Contents

Discovery Implementation Validation

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