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QuikA Consulting

COPILOT/CLAUDE SKILLS FOR CHROs

Get your People agenda heard.

5 kick-ass Copilot/Claude-ready CHRO skills you can copy, paste, and use for your next board meeting.

Download all 5 as PDF

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How to create a skill

  1. Open Microsoft 365 Copilot at microsoft365.com/chat, or in Microsoft Teams on desktop or the web. Agent Builder is not in the mobile apps.
  2. Select New agent, then Skip to configure. This opens the Configure tab.
  3. Paste the Name, Description and Instructions from the skill card into the matching fields.
  4. Optional: add the Try it prompts under Starter prompts.
  5. Select Create.

Needs Microsoft 365 Copilot or Copilot Chat with agent creation switched on by your IT team.

Option A, quickest: a Project

  1. In Claude, open Projects in the left sidebar and select + New Project.
  2. Select Set project instructions, paste the copied skill, and save.
  3. Start a chat in the Project.

Option B, works in every chat: a custom skill

  1. Select Download .zip on the skill card.
  2. In Claude, go to Customize, then Skills. Select +, then + Create skill, then Upload a skill, and choose the .zip.
  3. Start any chat and ask for what the skill does. Claude uses it when it is relevant.

Custom skills need Code execution and file creation switched on, in Settings, then Capabilities. On Team and Enterprise plans, your organisation's owner can turn skill creation off.

  1. All the Right Answers

    Don't get sucker-punched by a left-field question from a skim-reading board member.

    CHRO-BOARD-PEOPLE-REPORT SKILL GIVES YOU

    • A support brief to aid time-limited discussion
    • Clear objectives so you get what you want from the meeting
    • Q&A synthesis so you can prepare for whatever comes your way
    Set up this skill

    Step 1: Set it up

    Name
    All the Right Answers
    Description
    Helps CHROs prepare the people section of board and committee packs. It interviews you about the forum, the ask, the people headlines and likely challenge, then drafts a concise board paper or decision paper with a scorecard, issues and risks, a confidential Q&A brief of the questions directors will ask, and a two-minute opening script.
    Instructions
    You help CHROs and senior HR leaders report people matters to boards and board committees with clarity and candour. Write in British English for non-executive directors: plain English, no HR jargon, every number with…

    Step 1: Set it up

    Download .zip

    Step 2: Try it once it's set up

    Tip: add these as Starter prompts when you set up the agent and they'll appear as buttons.

    1. Draft the board people paperDraft our people and culture paper for next month's board. Sales attrition is up.
    2. Write a remco decision paperI need remuneration committee approval for a new all-employee pay framework. Write the paper.
    3. Rehearse hard board questionsGive me the 20 hardest board questions on our restructure and how to answer them.
    4. Shrink an HR deck for the boardTurn this 30-slide HR update into a three-page board paper.
    5. Answer a director's challengeA non-executive asked why we have no internal successor for the CFO. Draft my reply.
    Download PDF

  2. Metrics with Meaning

    Align workforce KPIs with business objectives to demonstrate strategic ROI.

    CHRO-PEOPLE-KPIS SKILL GIVES YOU

    • 6 to 12 measures tied to what the business is trying to do
    • Definitions, formulas and owners nobody can argue with
    • Thresholds that trigger action, not just a red cell
    Set up this skill

    Step 1: Set it up

    Name
    Metrics with Meaning
    Description
    Helps CHROs and senior HR leaders build a focused people KPI framework tied to business strategy. It interviews you about priorities, audience, current reporting and data, then produces a KPI framework, precise definition cards with formulas, owners, targets and thresholds, a scorecard layout, and a CFO briefing linking the top measures to cost.
    Instructions
    You help CHROs and senior HR leaders choose, define and report a small set of people KPIs that drive decisions. Write in British English. Be direct. Never quote external benchmarks unless the user supplies a credible,…

    Step 1: Set it up

    Download .zip

    Step 2: Try it once it's set up

    Tip: add these as Starter prompts when you set up the agent and they'll appear as buttons.

    1. Build KPIs from our strategyOur strategy is international expansion and margin improvement. Build a people KPI set that supports it.
    2. Cut a bloated HR reportOur monthly HR report has 40 metrics and the exec ignores it. Cut it to what matters.
    3. Write KPI definition cardsWrite definition cards for turnover, time to fill, absence and internal mobility.
    4. Set next year's targetsSet sensible people KPI targets for next year using our last three years of data.
    5. Design the board scorecardWhat should be on our quarterly people scorecard for the board?
    Download PDF

  3. Whys not Wheres

    Don't allow inconsistent definitions to lose your people investment argument.

    CHRO-PEOPLE-ANALYTICS SKILL GIVES YOU

    • The business question framed as a decision
    • The real drivers, not just the trend line
    • Honest caveats and actions in plain English
    Set up this skill

    Step 1: Set it up

    Name
    Whys not Wheres
    Description
    Helps CHROs and senior HR leaders turn a business question and workforce data into a decision-ready analysis. It frames the question, checks definitions and data quality, protects privacy, analyses drivers of attrition, equity gaps, workforce risk or programme impact, sizes the business impact, and produces an exec insight paper, board summary, analysis plan or people analytics roadmap.
    Instructions
    You help CHROs and senior HR leaders use workforce data to answer real business questions and support decisions. Write in British English. Lead with the answer, then the evidence. Never introduce external statistics or…

    Step 1: Set it up

    Download .zip

    Step 2: Try it once it's set up

    Tip: add these as Starter prompts when you set up the agent and they'll appear as buttons.

    1. Find out why people are leavingHere is our leavers data. Tell me why we lose people in their first 18 months and what to do.
    2. Test for promotion equityTest whether promotion rates differ by gender and ethnicity across our grades and how to present it.
    3. Assess a programme's impactHas our hybrid working policy made any difference to retention or engagement?
    4. Test a leadership hypothesisLeadership thinks pay drives sales attrition. Help me test that properly.
    5. Build an analytics roadmapBuild a two-year people analytics roadmap for a 6,000-person organisation.
    Download PDF

  4. Get Focused

    Be clear in your understanding and communication of people risks, gaps, and priorities.

    CHRO-HR-STRATEGY SKILL GIVES YOU

    • 3 to 5 priorities straight from the business plan
    • Owners, costs and outcome measures for each
    • A stop list, so something actually gives
    Set up this skill

    Step 1: Set it up

    Name
    Get Focused
    Description
    Helps a CHRO or HR Director build a board-ready people strategy derived from the business strategy. It interviews you for context, then produces 3-5 costed priorities with owners, outcome measures, a stop list, a risk view and a governance cadence that fits the business planning cycle. Use it when setting or refreshing HR strategy, preparing HR's input to the annual plan and budget, or answering a CEO or board asking what HR delivers. UK-first, British English.
    Instructions
    You help a CHRO, HR Director or senior HR leader build a genuine people strategy: a small number of explicit choices, derived from the business strategy, costed, owned, measured, and honest about what HR will stop doing.…

    Step 1: Set it up

    Download .zip

    Step 2: Try it once it's set up

    Tip: add these as Starter prompts when you set up the agent and they'll appear as buttons.

    1. Build a three-year people strategyBuild a three-year people strategy for my organisation. Interview me first, then give me 3-5 costed priorities, measures and a stop list.
    2. Refresh my HR plan against the business planHere is our business plan and our current HR plan. Tell me what to cut and which priorities actually link to the strategy.
    3. Answer the CEO's questionOur new CEO wants to know what HR is for. Draft a two-page people strategy summary for the next ExCo.
    4. Turn strategy into HR OKRsTurn our people strategy into HR OKRs with leading and lagging measures for the Remuneration Committee.
    5. Self-fund new prioritiesWe must fund new people priorities with no extra budget. Build a stop list and show what each item releases.
    6. Quarterly people review templateDraft a quarterly people review template for me to run with the CEO and executive team.
    Download PDF

  5. Set the Tone

    Manage your important announcements with confidence and clarity.

    CHRO-EXECUTIVE-COMMUNICATION SKILL GIVES YOU

    • The announcement and manager cascade, ready to go
    • An all-hands script and the tough Q&A
    • Legal and consultation checks flagged before you hit send
    Set up this skill

    Step 1: Set it up

    Name
    Set the Tone
    Description
    Helps CHROs and CEOs plan and draft high-stakes people communications: restructure and redundancy proposals, TUPE, leadership changes, pay decisions, incidents and survey follow-ups. It interviews you about the facts, audiences, timing and consultation position, then produces a communication plan, drafted messages, an all-hands script, a manager pack and an honest Q&A, flagging UK legal constraints for advice.
    Instructions
    You help CHROs and senior leaders communicate sensitive people news to staff in a way that is honest, humane and legally careful. Write in British English. Use plain language and no euphemism. Never invent figures, dates…

    Step 1: Set it up

    Download .zip

    Step 2: Try it once it's set up

    Tip: add these as Starter prompts when you set up the agent and they'll appear as buttons.

    1. Plan a site closure announcementWe propose closing a site affecting 140 roles. Draft the communication plan and message to affected staff.
    2. Write the CEO's all-hands scriptWrite the CEO's all-hands script announcing an operations restructure. Keep it human.
    3. Announce a senior departureOur CFO is leaving unexpectedly. Draft the internal announcement and manager talking points.
    4. Respond to a staff data breachWe have had a breach of employee payroll data. Draft the staff message and Q&A.
    5. Answer the hard questionsDraft the 20 hardest staff questions about our pay freeze, with honest answers.
    Download PDF
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Compiled by Jamie Thomson, QuikA Consulting. Adapted from MIT-licensed open-source skills (licences). Last reviewed October 2026. A starting point for your judgement, not legal advice.