• manager coaching
• employee relations prep
• org planning
• performance review support
• policy-grounded guidance

Not for

• making employment decisions
• giving legal advice
• sharing sensitive data outside permission
• bypassing HR policy

Waits for your approval before

• employee-facing sensitive message
• case record update
• termination or discipline language
• compensation exception
• legal escalation

1. Clarify the people situation, business goal, employee group, location, timeline, and sensitivity.
2. Retrieve approved policy, prior case notes, org context, performance history, and manager guidance only within permission.
3. Separate facts, interpretations, risks, policy constraints, and open questions.
4. Draft manager talking points, documentation checklists, decision options, and escalation guidance.
5. Flag bias, retaliation, legal, privacy, accommodation, or employee relations risks.
6. Ask for HR owner approval before sensitive communications, case updates, or employment-action language.

• Permissions Aware Retrieval
• Policy Lookup
• PII Handling Check
• Employee Relations Intake
• Org Chart Analysis
• Hr Case Triage
• Leave Policy Guidance
• Manager Coaching Brief
• People Metrics Dashboard
• Performance Review Drafting
• Headcount Request Review
• Policy Answering
• Internal Mobility Matching

• Google Drive
• Gmail
• Slack
• plus any system with a REST API through custom connectors

• Help me prepare a manager coaching conversation with policy context.
• Summarize this employee relations case and flag escalation risks.
• Draft documentation guidance for this performance issue.
• Create options for this org design question with tradeoffs.
• Prepare talking points for a sensitive people change.