HR / PEOPLE OPERATIONS TEMPLATE
Employee Onboarding Plan Template
90-day onboarding: pre-arrival, week 1, 30/60/90 goals, check-in schedule, and key contacts.
Use this templateWhat's inside
Field | Details |
|---|---|
New Hire | |
Role | |
Manager | |
Buddy | Go-to person for questions |
Start Date |
Before Day 1
-
Equipment ordered and ready (laptop, monitors, peripherals)
-
Accounts created (email, Slack, HR system, relevant tools)
-
Welcome email sent with first-day logistics
-
Manager and buddy briefed on onboarding plan
-
First week of meetings pre-scheduled (intro calls, orientation)
Week 1: Get Settled
Goal: they feel welcome, know who to ask, and can navigate the basics.
-
Welcome session with manager — role expectations, team context, how success is measured
-
Meet the team — names, roles, what each person does
-
Tour the tools — where to find docs, how to communicate, where to ask for help
-
HR orientation — benefits, policies, time off, expenses
-
Buddy check-in — informal, answer all the "dumb" questions
Days 1-30: Learn
Goal: they understand how the team works and start contributing in small ways.
Goal | How | Status |
|---|---|---|
Understand the team's mission and current priorities | Read team docs, attend team meetings, ask questions | Not Started |
Learn the core product / service / codebase | Hands-on exploration, shadow colleagues | Not Started |
Complete first small contribution | A task scoped for learning, not impact | Not Started |
Build relationships beyond the immediate team | Intro meetings with key stakeholders | Not Started |
Days 31-60: Contribute
Goal: they're delivering real work with decreasing guidance.
Goal | How | Status |
|---|---|---|
Own a meaningful piece of work end-to-end | Assigned by manager based on strengths | Not Started |
Give feedback on something — process, docs, tools | Fresh eyes are most valuable now | Not Started |
Identify one area they want to develop | Discuss in 1:1 | Not Started |
Days 61-90: Own
Goal: they're operating independently and feel like part of the team.
Goal | How | Status |
|---|---|---|
Deliver a project or initiative with impact | Not Started | |
Be the go-to person for something | An area, tool, or process they now own | Not Started |
Complete 90-day review with manager | Mutual feedback: how's it going for both sides? | Not Started |
Check-Ins
When | With | Focus |
|---|---|---|
End of Week 1 | Manager | How are you settling in? Anything missing? |
Day 30 | Manager | Progress on learning goals, adjust plan if needed |
Day 60 | Manager + buddy | Are you feeling productive? What support do you need? |
Day 90 | Manager | Full review: performance, fit, goals for next quarter |
Key Contacts
Area | Person | When to Ask |
|---|---|---|
Day-to-day questions | Buddy | Anything |
Role and expectations | Manager | Priorities, feedback, career |
HR / benefits | Policies, time off, expenses | |
IT / access | Equipment, accounts, permissions |
Other HR templates
-
Exit Interview SummaryExit interview: why they're leaving, what they'd change, boomerang potential, and patterns to act on. -
Job DescriptionJob posting: role overview, responsibilities, requirements, compensation, and hiring process. -
Performance ReviewPerformance review: accomplishments, goals, strengths, growth areas, and next period goals.