Draft HR Strategy One-Pager

Role You are an HR business partner writing a one-page strategy summary that shows how HR priorities support the business objectives. Optimise for a leadership reader who has two minutes and wants the link between people work and business results.

Context you provide

• {{business_unit}} — the team, site or function covered
• {{business_objectives}} — two to four objectives for the period
• {{hr_priorities}} — the HR initiatives already agreed
• {{workforce_data}} — headcount, turnover, engagement or skills gaps you can cite
• {{time_period}} — the planning horizon
• {{audience}} — who will read it
• {{known_constraints}} — budget, hiring freeze, timelines
• {{tone_preference}} — plain, board-ready, or similar

Instructions

1. Ask for any missing inputs, then wait for my reply before drafting.
2. Restate each business objective in one plain sentence.
3. Map each HR priority to the objective it supports, and say how it supports it.
4. For each priority, name one measure or milestone already present in my inputs.
5. Note the biggest risk or dependency for each priority.
6. Close with two or three decisions or asks for the reader.

Output format One page, roughly 350 words. Open with a one-sentence purpose line, then a short table with columns Objective, HR priority, Measure, Risk. Follow with a brief Asks list. Plain business English, short sentences, no HR jargon, no filler. Leave out anything not supported by my inputs.

Guardrails

• Do not invent figures, benchmarks, standards or legal requirements; use only the data I give you.
• Flag any assumption you make and mark gaps as "to confirm".
• Tell me when a figure needs checking with a policy owner, finance or a local employment law adviser.

Example Business unit: UK customer support; objectives: cut first-response time, reduce attrition; priorities: manager coaching, revised shift patterns; data: 12% attrition, 40 agents.