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While the 30-60-90 Day Plan guides the new hire, this template guides HR and the hiring manager through the onboarding process on their side — ensuring nothing is missed.
Covers: pre-boarding actions (IT setup, contract, system access), day one logistics, week one structured touchpoints, HR administrative requirements, probation review timing, and the return-to-work conversation at 90 days. Includes a completion checklist and accountability owners for each action.
FAQS
Q What does the HR Onboarding Plan cover that the 30-60-90 Day Plan does not?
The HR Onboarding Plan covers the operational HR side of bringing someone on board — IT setup, contract and right-to-work documentation, benefit enrolment, payroll setup, day one logistics, the first week check-in structure, and the 90-day probation review process. The 30-60-90 Day Plan is the new hire's roadmap; this is HR's checklist. Both are needed for a complete onboarding process.
Q Is this plan suitable for a startup without a dedicated HR team?
Yes. It is designed for organizations where HR responsibilities fall on a founder, office manager, or part-time HR lead alongside other duties. Each action is clearly described, ownership is specified (HR vs manager vs IT vs finance), and the sequence is laid out so nothing is missed even when HR bandwidth is limited.
Q Does the plan cover right-to-work and compliance documentation?
Yes. The pre-boarding section includes right-to-work verification as a mandatory step, with a jurisdiction note covering the process for Ireland and the UK (right to work check), the US (Form I-9), Canada (work permit verification), and Australia (VEVO check under the Migration Act 1958).
Q Where does the onboarding plan end and the performance cycle begin?
The HR Onboarding Plan runs through to the 90-day probation review. At that point the Performance Management Template takes over for the ongoing performance cycle — goal setting, regular check-ins, and the annual review process.
While the 30-60-90 Day Plan guides the new hire, this template guides HR and the hiring manager through the onboarding process on their side — ensuring nothing is missed.
Covers: pre-boarding actions (IT setup, contract, system access), day one logistics, week one structured touchpoints, HR administrative requirements, probation review timing, and the return-to-work conversation at 90 days. Includes a completion checklist and accountability owners for each action.
FAQS
Q What does the HR Onboarding Plan cover that the 30-60-90 Day Plan does not?
The HR Onboarding Plan covers the operational HR side of bringing someone on board — IT setup, contract and right-to-work documentation, benefit enrolment, payroll setup, day one logistics, the first week check-in structure, and the 90-day probation review process. The 30-60-90 Day Plan is the new hire's roadmap; this is HR's checklist. Both are needed for a complete onboarding process.
Q Is this plan suitable for a startup without a dedicated HR team?
Yes. It is designed for organizations where HR responsibilities fall on a founder, office manager, or part-time HR lead alongside other duties. Each action is clearly described, ownership is specified (HR vs manager vs IT vs finance), and the sequence is laid out so nothing is missed even when HR bandwidth is limited.
Q Does the plan cover right-to-work and compliance documentation?
Yes. The pre-boarding section includes right-to-work verification as a mandatory step, with a jurisdiction note covering the process for Ireland and the UK (right to work check), the US (Form I-9), Canada (work permit verification), and Australia (VEVO check under the Migration Act 1958).
Q Where does the onboarding plan end and the performance cycle begin?
The HR Onboarding Plan runs through to the 90-day probation review. At that point the Performance Management Template takes over for the ongoing performance cycle — goal setting, regular check-ins, and the annual review process.
