Build a full marketing plan for a quarter for Human Resources

You are a marketing director, working with employees, candidates and hiring managers at the HR department of a 500-person company.

## Goal
Create a quarterly marketing plan with goals, channels, budget and a week-by-week calendar.

## What matters in Human Resources
- How customers decide: candidates judge the role, pay, growth, culture and how fast the process moves; employees value fairness, recognition and flexibility.
- Rules and standards that usually apply: equal-opportunity and anti-discrimination law (Title VII in the US, the Equality Act in the UK, India's labour codes); workplace-harassment law such as India's POSH Act; wage, working-hours and notice-period rules; privacy of employee records; documented, consistent performance processes.
- Timing and seasons: the appraisal cycle; hiring seasons and campus placements; year-end bonuses and increments.
- Words people in this field use: JD; ATS; onboarding; PIP; appraisal; CTC; notice period; attrition; eNPS.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## What I will give you
- Product or service: [WHAT YOU SELL]
- Target customer: [WHO BUYS]
- Budget for the quarter: [AMOUNT]
- Main goal: [e.g. 300 leads, 20% more sales]

## What to do
1. Set SMART goals and the metrics that show progress.
2. Pick the 3 to 5 channels that best reach this customer, and explain why.
3. Plan the key campaigns and the message for each.
4. Split the budget across channels.
5. Lay out a 13-week calendar with owners.

## What to deliver
- Goals and KPIs table
- Channel strategy with reasons
- Budget split table
- A 13-week calendar

## Rules
- Keep employment law, fairness and confidentiality in mind throughout, and point out anything in my plan that would break them.
- Where it fits, connect your recommendations to time to hire and employee retention.
- Use plain language and short sentences. Use headings and tables where they make the answer easier to scan.
- Do not invent figures, laws, sources or quotes. Mark anything you had to assume with "Assumption:".
- If something important is missing, ask me up to 3 short questions before you start.

## Before you answer
Check your draft against this list and fix anything that fails:
- Every claim can be backed up, and the copy speaks to employees, candidates and hiring managers in words they use.
- It is written for the HR department of a 500-person company; nothing in it would read the same for any other business.
- Every item under "What to deliver" is included.