FREE CLAUDE & CODEX PLUGIN TEMPLATE
A real SOT-based Human Resource Information System (HRIS) PRD template connecting employee, organization, role, personnel-action, and evidence registration, people profile, org chart, action, contract, and access-history lookup, hire, change, approval, personnel action, confirmation, and retention handling, active workforce, organization change, headcount, and required-data completeness reporting.
View source on GitHub · MIT licensed
USE CASE
Teams designing an internal operations system for employee and hr practitioner managing workforce information and people changes and hr operations and hris coordinator
CONTENTS
VIBESPEC VIEWER
Each screen is generated from the public SOT included with this template.
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Open this screen in the live demo PRACTICAL GUIDE
This Human Resource Information System (HRIS) connects employee, organization, role, personnel-action, and evidence registration, people profile, org chart, action, contract, and access-history lookup, hire, change, approval, personnel action, confirmation, and retention handling, and active workforce, organization change, headcount, and required-data completeness reporting in one SOT-based planning document. Use the complete HTML to review and share the plan, then adapt the SOT JSON with the VibeSpec plugin in Claude or Codex.
For employee, organization, role, personnel-action, and evidence registration, define the required context, classification rules, and duplicate or missing-data checks before work enters the operating queue.
For people profile, org chart, action, contract, and access-history lookup, keep status, owner, priority, and change history together so the team can find the complete operating context.
In hire, change, approval, personnel action, confirmation, and retention handling, connect assignment, approval or rejection, exception handling, and completion confirmation as one accountable workflow.
Use active workforce, organization change, headcount, and required-data completeness reporting to track due dates, bottlenecks, exceptions, and completion outcomes by team, period, and operating category.
Set the role-based access, audit history, notifications, and external-system boundaries that Human Resource Information System (HRIS) needs to operate safely.
The download opens in a browser without setup. Compare the PRD, feature specification, screen structure, and user flow with the work your team does today.
Write down real user roles, required data, approval rules, exceptions, and success metrics. Start with the core flow from employee, organization, role, personnel-action, and evidence registration through hire, change, approval, personnel action, confirmation, and retention handling.
Attach the SOT JSON in Claude or Codex with the VibeSpec plugin and describe the change in plain language. VibeSpec keeps requirements, features, screens, and user flows connected.
Replace the template vocabulary, states, and classification with the terms your team uses. Keep employee, organization, role, personnel-action, and evidence registration and people profile, org chart, action, contract, and access-history lookup consistent.
Define who registers, reviews, approves, processes, and confirms completion, plus the conditions that trigger rejection or reprocessing in hire, change, approval, personnel action, confirmation, and retention handling.
Decide what active workforce, organization change, headcount, and required-data completeness reporting should measure, then connect any SSO, messaging, or adjacent-system integration to the related screens and user flow.
Create a separate Human Resource Information System (HRIS) initiative for due-date alerts, owner assignment, approval reminders, and exception follow-up.
Before connecting Human Resource Information System (HRIS) to source data or adjacent systems, define synchronization cadence, failure handling, access boundaries, and audit records.
Extend Human Resource Information System (HRIS) with team, period, and category analysis plus action rules for deteriorating completion or service levels.
Adapt this Human Resource Information System (HRIS) for our team. Ask about our user roles, states, required fields, and approval steps first, then update the requirements, screens, and user flows together.Reduce this Human Resource Information System (HRIS) to an MVP that keeps employee, organization, role, personnel-action, and evidence registration, people profile, org chart, action, contract, and access-history lookup, and hire, change, approval, personnel action, confirmation, and retention handling. Move automation and external integrations into separate initiatives.Create a separate initiative on top of this Human Resource Information System (HRIS) for due-date alerts and automatic owner assignment. Keep the connection to the existing screens and user flow.Yes. The complete HTML opens in a browser for review and sharing. To adapt the plan, attach the SOT JSON to Claude or Codex with the VibeSpec plugin and describe the change in plain language.
It includes employee, organization, role, personnel-action, and evidence registration, people profile, org chart, action, contract, and access-history lookup, hire, change, approval, personnel action, confirmation, and retention handling, and active workforce, organization change, headcount, and required-data completeness reporting, plus foundations for access, audit history, notifications, and integrations.
The HTML is a complete planning document for reading and sharing. The SOT JSON is source data that VibeSpec can update while keeping requirements, features, screens, and user flows connected.
For a discrete capability such as automation, integration, or additional analytics, create and review a separate initiative before changing the product plan broadly.
WORKFLOW