Hr
HR orchestrator for SMBs.
Install
npx skills add FerroxLabs/wayland --skill hr -g -a claude-code -y- Repository
- FerroxLabs/wayland616
- Category
- Business
- Updated
- 5d ago
- License
- AGPL-3.0
- Context cost
- Mediumabout 1,618 tokens
- Runs scripts
- No, instructions only
What it does
HR orchestrator for SMBs. Routes job descriptions, interview questions, onboarding, performance reviews, 1-on-1s, handbook sections, offer letters, offboarding, comp banding, PIPs, terminations, accommodations, leave, RIF, and pipeline reports to the right sub-skill. Templates only - not employment-law advice; outputs must be reviewed by HR counsel.
⚠️ Important: Templates Only - Not Employment Law Advice
Outputs are templates and HR frameworks designed to help structure people-ops work - they are NOT employment-law advice, are NOT a substitute for HR counsel, and may not be appropriate for your jurisdiction (US states, EU/UK/AU each have different rules). Employment law is jurisdiction-specific and rapidly changing.
Before using ANY output:
- Have employment counsel review for jurisdiction-specific compliance
- Verify wage notices, mandatory training, and posting requirements
- Confirm the document fits your specific facts (headcount, classification, jurisdiction)
Anthropic, Wayland, and the plugin authors disclaim all liability for use of these templates.
/hr - HR Orchestrator
AI-powered people operations for SMBs at the hire-2-to-20 stage. One command routes to the right HR workflow.
Usage
/hr <verb> [context]
Jurisdiction & headcount pre-flight (REQUIRED before any binding output)
Every sub-skill that emits a binding document - offer letter, termination letter, separation agreement, JD posting, handbook section, accommodation response, leave letter, RIF notice, PIP - MUST first collect:
- State(s) of employment - primary state where work is performed (and any other states for remote workers).
- Country - US / UK / EU member state / AU / CA / other (employment law differs sharply across these).
- Total company headcount - drives FMLA (50+), Title VII (15+), ADEA (20+), federal COBRA (20+), WARN Act (100+), state mini-WARNs, mandatory anti-harassment training thresholds.
- Role classification - W-2 vs 1099 (independent contractor) AND exempt vs non-exempt (FLSA salary test + duties test) AND full-time vs part-time vs temp.
