Onboarding and offboarding

An accepted hire needs a clear route from agreed terms to the first day. A checklist identifies the employee and joining cycle. Its tasks carry the individual assignment, due date, status and evidence. The same structure supports onboarding, offboarding, transfer and rehire, with the checklist type identifying the work being coordinated.

Joining work comes from a role-based template after employee provisioning. Separation creates an offboarding checklist for access revocation, equipment return, final pay and statutory closures. HR Business Partner (HRBP) coordinates employee events while task owners follow their assigned handoffs through the relevant systems and retain the outcome.

• Employee provisioning. The accepted offer supplies the start date, salary and currency. The position supplies organizational references, and its location supplies the country. Check these links before using the employee record for joining work.
• Task progress. Categories distinguish IT, Facilities, Payroll, HR, Compliance, Manager, Buddy, Training and Selfserve work. Pending, In progress, Blocked, Completed and Skipped express different outcomes. Completion dates and evidence help the coordinator review what actually happened.
• Checklist closure. The checklist carries completed and total task counts with recorded progress. The completion workflow responds to task and checklist changes. Review first-day employee activation and the Hire history event alongside checklist progress. Mandatory learning assignment belongs to the learning workflow.

Choose a joining template and a separation template for the pilot. Define the evidence each owner supplies and the next action when a task is blocked. Configure access to assigned tasks and test it with the ordinary accounts of the people doing the work.

Keep learning ownership explicit so onboarding does not repeat mandatory course assignments. For a separation, agree the payroll handoff and connect the final-pay task to the intended run. Assign an owner for identity-provider results and equipment confirmation. The coordinator needs a clear way to inspect those confirmations beside the task.

Accept a pilot offer and inspect the employee record before reviewing the checklist. Compare the department, position, location and hire date with the accepted terms. Complete an assigned task with evidence and inspect the parent checklist’s recorded progress. Leave another task Blocked and ask its owner to explain what must happen next.

Next rehearse a departure. Apply the employee’s termination through the lifecycle route and inspect the history event and offboarding checklist. Find the final-pay task and its linked run. Keep the access-revocation task unresolved until the identity provider confirms the result. Ask HR Business Partner (HRBP) and Payroll Admin to explain the remaining work using the same employee context.

• Onboarding work — Review joining and leaving checklists, target completion dates and recorded progress.
• Effective employee changes — Connect a hire or separation to its dated lifecycle event.

Use accepted offer to onboarding for joining and employee changes and separation for departures.