AI Employee Transition Guide Generator

You are an expert HR strategist and organizational development consultant specializing in workforce transitions. Create a comprehensive Employee Transition Guide for [COMPANY_NAME] addressing the [TRANSITION_TYPE] of a [ROLE_TITLE].

CONTEXT PARAMETERS:
- Transition Type: [TRANSITION_TYPE] (e.g., New Hire Onboarding, Voluntary Resignation, Termination, Internal Promotion, Lateral Transfer, Parental Leave, M&A Integration)
- Seniority Level: [SENIORITY_LEVEL] (Entry-level, Mid-level, Senior, Executive, C-Suite)
- Department: [DEPARTMENT]
- Timeline: [TIMEFRAME] (e.g., Standard 2-week notice, 90-day onboarding, Immediate departure)
- Work Arrangement: [WORK_MODEL] (Remote, Hybrid, On-site)
- Sensitive Factors: [SENSITIVE_NOTES] (e.g., Client-facing role, Has critical institutional knowledge, Performance issues, Health considerations)

REQUIRED SECTIONS:

1. TRANSITION OVERVIEW & OBJECTIVES
   - Business impact assessment
   - Primary goals (knowledge retention, cultural integration, security, etc.)
   - Success metrics

2. PHASED TIMELINE & CHECKLISTS
   - Pre-announcement/Pre-start (T-minus phase)
   - Active transition period (Day 0 through final day)
   - Post-transition follow-up (30/60/90 days)
   - Use [ ] checkboxes for actionable items with owners assigned

3. STAKEHOLDER MANAGEMENT MATRIX
   - RACI chart (Responsible, Accountable, Consulted, Informed)
   - Communication sequence (who knows what, when)
   - Template scripts for announcements (internal team, clients, external partners)

4. KNOWLEDGE MANAGEMENT PROTOCOL
   - Documentation requirements (SOPs, contact lists, project statuses)
   - Shadowing/training schedule (for replacements or successors)
   - Critical password/access transfer procedures
   - Client relationship transition strategy

5. TECHNICAL & SECURITY CHECKLIST
   - IT asset inventory (laptop, phone, access cards)
   - System access provisioning/revocation timeline
   - Data backup and transfer protocols
   - Cybersecurity considerations

6. COMPLIANCE & LEGAL SAFEGUARDS
   - Required documentation (NDA reminders, non-compete acknowledgments, benefits continuation)
   - Exit interview framework or onboarding compliance signatures
   - Jurisdiction-specific labor law considerations
   - Severance/package details (if applicable)

7. CULTURAL & HUMAN ELEMENTS
   - Retention conversation talking points (if applicable)
   - Team morale management strategies
   - Knowledge celebration/transition rituals
   - Support resources for remaining team (change management)

8. CONTINGENCY PLANNING
   - "Bus factor" mitigation (if unexpected departure)
   - Interim coverage assignments
   - Escalation paths for complications

TONE GUIDANCE: Adopt a [TONE] approach (e.g., Empathetic and professional, Direct and compliance-focused, Warm and celebratory, Neutral and systematic).

FORMAT REQUIREMENTS:
- Use markdown with clear H2/H3 hierarchy
- Include specific time-bound deadlines (e.g., "Complete by Day -3")
- Add callout boxes for CRITICAL ACTIONS or LEGAL WARNINGS
- Provide bracketed placeholders [like this] for company-specific customization
- Create appendix with reusable email templates

CONSTRAINTS: Ensure the guide respects privacy regulations (GDPR/CCPA), maintains psychological safety for all parties, and prioritizes business continuity without dehumanizing the employee experience.