The setting

Brightline Ceramics designs and makes glazed tile for hotels and offices, about 140 people split between a design studio and a kiln floor that runs a day and a night shift. You are the people operations specialist, the one HR generalist supporting both sides.

Every mission on this path happens at the same company, so context carries over the way it does in a real job: the data you cleaned in mission two is the data the finance lead questions in mission four.

The missions

1. role scopingstarter

Scope the kiln operations coordinator role at Brightline Ceramics

The kiln floor keeps stumbling on the handoff between shifts, and the night crew often starts blind. Renata Ortiz, the production manager, has asked to open a new role, but her request is broad and the budget is tight, so you need to scope it before anything gets posted.

You deliver: A one-page role scope defining the kiln operations coordinator's purpose, responsibilities, boundaries, and reporting line.

Scored on: Scoped from the evidence, Catches the overlap, Clear boundaries, Fills the real gap.

Working from: hiring_request.md, kiln_roster.csv.

2. job descriptionstarter

Write the kiln operations coordinator job posting

The scope is approved and now the role needs a posting for the careers page and one job board. It has to read well to floor workers and stay inside Brightline's posting rules, which exist for legal reasons.

You deliver: A job posting for the kiln operations coordinator role, ready for the careers page.

Scored on: Required sections present, Grounded in the scope, Style compliance, Structure.

Working from: role_scope.md, jd_style_guide.md.

3. policy draftcore

Draft Brightline's summer heat-safety policy for the kiln floor

Heat incidents climbed all summer and one operator fainted for most of a shift. A safety inspection is coming, and leadership wants a written heat-safety policy on the wall before it arrives.

You deliver: A heat-safety policy for the kiln floor with triggers, required controls, and clear ownership.

Scored on: Data-driven triggers, Required controls, Assigns ownership, Protects newer workers.

Working from: heat_incidents.csv, heat_guidelines.md.

4. engagement analysiscore

Find what changed on the kiln floor in the Q3 engagement survey

The quarterly pulse survey results are in. Overall scores held steady, so at a glance nothing moved, but leadership wants to know if anything is quietly going wrong before it shows up in turnover.

You deliver: An engagement analysis memo naming the outlier team, the size of the change, and its likely causes.

Scored on: Finds the outlier, Quantifies the change, Caveats the sample, Connects to comments.

Working from: engagement_survey.csv, survey_comments.md.

5. people reportstretch

Build the Q3 people report leadership will act on

It is the quarterly people review. Leadership does not want a data dump, they want the story: what is happening with the people at Brightline this quarter and what to do about it.

You deliver: A Q3 people report with a metrics summary, the key story, and three evidence-backed recommendations ranked by impact.

Scored on: Surfaces the key story, Integrates the threads, Quantified cost, Three ranked recommendations.

Working from: hr_metrics.csv, report_inputs.md.

How the scoring works

Each deliverable is graded against the rubric written for that mission. Separately, every mission on every path is graded on how you used AI, against the same four criteria:

  • Understood the task. The learner framed the goal for the assistant clearly instead of pasting the brief and hoping.
  • Grounded in the material. The learner directed the assistant into the provided files and based the work on them, not on invented facts.
  • Verified the output. The learner checked claims, numbers, or coverage against the source material before submitting.
  • Iterated with judgment. The learner refined weak parts of the draft with specific follow-ups rather than accepting the first answer.

Both scores, with the work behind them, go on your proof profile. That is what makes a claim like "I can use AI for hr and people operations" something an employer can check.