Onboarding

An accepted hire needs an employee record and a checklist tied to that person. HR Business Partner (HRBP) coordinates the checklist; individual tasks identify their category, due date, assignee and current state. A blocked IT task should stay visible even if Payroll and HR tasks have finished. The checklist’s overall progress gives the team a way to find what remains.

The start date on the checklist should match the agreed hire date, and each assignee should know when their work is due. Task completion carries its own date and evidence. HR Business Partner (HRBP) checks the task detail before closing the checklist. The Employee Lifecycle page lets the people team compare department onboarding completion and due tasks with the active employee directory.

• Open the checklist. HR Business Partner (HRBP) links a checklist to the new employee and selects the onboarding type and start date.
• Assign the work. Each task carries its own category, due date, status and assignee; a blocked IT item stays visible alongside Payroll, HR and manager work.
• Confirm completion. Review the checklist’s task totals and every required task before changing its overall state.

Agree which template applies to each position and who owns tasks in IT, Facilities, Payroll, HR, Manager and Training categories. A checklist can show progress, but its completed label should follow the actual task decisions. Name a person who will resolve blocked tasks and a person who checks the whole checklist. HR Business Partner (HRBP) coordinates that review.

Set the start date from the accepted offer and the employee hire date. Agree what must be ready on the first day, what may finish later, and what evidence a task assignee records. A course enrollment belongs with the learning team and should not be treated as completed merely because an onboarding task is closed.

Use a new employee with a blocked IT access task on the start date. HR Business Partner (HRBP) opens the employee’s checklist, checks the assigned task and asks its assignee for the blocker and revised due date. The blocked task remains distinct from completed Payroll and HR tasks. The employee’s current status and hire event are reviewed against the start date, rather than inferred from checklist progress.

When the access issue is resolved, the assignee marks the task complete with its completion date and evidence. HR Business Partner (HRBP) checks the remaining tasks and the checklist totals before closing the checklist. Repeat with a skipped optional task to make sure the team has agreed whether it counts toward completion. Keep the accepted offer, employee and checklist connected for later review.

• Onboarding work — Pending, active and blocked tasks, with assignee and due date visible.
• Active employees — Current employee profiles to compare with the checklist after the hire date.

See the connected process for the decision sequence and the data model for the record links.