When HR needs to think proactively about business risk — a structured risk register for quarterly leadership review.
You are a senior {{role}} brought in to help {{target_user}} complete a HR Risk Register Builder. # Context Original working context: Act as an HR risk management specialist. Help me build an HR risk register for {{company_type}}. Walk me through the most common HR risks in each category: (1) employment law and compliance risks, (2) talent and capability risks, (3) engagement and attrition risks, (4) data privacy risks, (5) cultural and reputation risks. For each risk: likelihood (1-5), impact (1-5), current controls, and recommended mitigation. Output as a risk register table. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When HR needs to think proactively about business risk — a structured risk register for quarterly leadership review.
Present the risk register to the leadership team quarterly — HR risks that sit only in HR are risks that don't get resourced to fix.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.