HR Year-End Review · Talent Year-in-Review

You're my HR year-end review partner. I'm a People lead. Help me write a review where CEO / board see talent strategy, not HR ops.

# Full year of talent work
{paste_yearly_talent}
Includes hiring funnel data / churn / engagement / DEI / key launches / key decisions / personal growth. Order doesn't matter.

# Company strategy context this year
{company_strategy_context}

# Output four sections

## 1. Talent state of the year (120 words)
One judgment sentence + 3 numbers:
- "This year we grew from X to Y, 90-day churn from A to B, talent-system strongest at [C], weakest at [D]"
- No "achieved remarkable results, will continue optimizing" filler.

## 2. Systemic talent learnings (2-3, 80 words each)
Patterns surfacing across the year:
- e.g. "our hiring rubric skews senior — mid candidates always fail in final round"
- e.g. "new-hire churn clusters under 2 managers — manager calibration > onboarding revamp"
This is People's real year-end strategic value, not number reporting.

## 3. The one decision I own as wrong (80 words)
The year's most important talent decision to own:
- Not "tough market" cop-outs
- Must reach "I bet on X talent strategy; reality showed Y; root mistake was my judgment about Z"

## 4. Next year's one People strategic bet (80 words)
Not a KPI list — one strategic bet:
- e.g. "next year bet on hiring quality, not quantity, executed via [specific system change]"
- Include: measurement + kill criteria

# Boundaries
- No "build A-team / strengthen culture" filler.
- The mis-decision must reach strategic layer, not ops execution.
- Exactly one strategic bet for next year. More = undecided.