On Boarding Help 

Welcome Packet Template for Hiring Managers

Congratulations on your new hire! We’re thrilled to have them join the team. As a hiring manager, your role is essential in creating a welcoming and productive onboarding experience. This packet is designed to help you guide your new hire’s journey, ensuring they feel supported, integrated, and set up for success. You can find the fillable welcome packet for your new hire here as well as the On Boarding Checklist. 

Onboarding Timeline Overview

Below is a high-level timeline to help you visualize the onboarding journey for your new hire:

• Day 1: Orientation and introductions- See On Boarding Checklist 

NOTE: (Make a copy for your New Hire) 

• Week 1: Initial training and team integration

• First 30 Days: Familiarization with tools, processes, and team dynamics

• Next 60 Days: Deepening knowledge and taking ownership of tasks

• By Day 90: Full integration, confidence in role, and planning long-term goals

1. 30/60/90-Day Milestones for New Hires

First 30 Days: Getting Started

• Focus Areas:

  • Orientation to the company, team, and role

  • Building initial relationships

  • Understanding day-to-day operations and expectations
    
    

• Key Tasks:

  • Complete onboarding activities and HR documentation

  • Attend team and department meetings

  • Set clear goals with their manager for the first 90 days

    • Pro Tip: Utilise this Task Tracker Template (Make a copy for your New Hire) 

  • Familiarise themselves with tools, software, and processes
    
    

• Checkpoints for Hiring Manager:

  • Schedule weekly one-on-one meetings

  • Introduce the new hire to key stakeholders

  • Provide constructive feedback and answer any questions

Next 60 Days: Growing in the Role

• Focus Areas:

  • Taking ownership of assigned tasks and projects

  • Strengthening relationships with the team

  • Deepening knowledge of workflows and company goals
    
    

• Key Tasks:

  • Contribute to team projects and deliverables

  • Identify areas for professional development

  • Shadow team members in adjacent roles for cross-functional learning
    
    

• Checkpoints for Hiring Manager:

  • Provide mid-point feedback on performance

  • Address challenges and offer additional support

  • Help align the new hire’s individual goals with team goals

Final 90 Days: Building Confidence

• Focus Areas:

  • Fully integrating into the team and achieving key results

  • Demonstrating independence in their role

  • Planning long-term contributions
    
    

• Key Tasks:

  • Lead a small project or take ownership of a specific deliverable

  • Provide feedback on their onboarding experience

  • Draft a professional development plan with their manager
    
    

• Checkpoints for Hiring Manager:

  • Celebrate their contributions so far

  • Conduct a 90-day performance review

  • Set goals for the next 6-12 months

2. Team Culture: Who We Are

Use the following questions to reflect on and share your team’s culture, communication norms, and leadership approach with your new hire:

How Information Flows Within the Department

• How is information typically shared within the team (e.g., email, Slack, meetings)?

• Are there regular team meetings or check-ins? How often do they occur?

• What is the process for sharing updates on projects or tasks?

• How are important decisions communicated to the team?

• How does your team handle feedback, and is there a formal process for it?

How Information Flows Outside the Department

• Who are the key stakeholders or partners outside the department?

• How often does the team collaborate with other departments?

• What’s the preferred method for communicating with external teams (e.g., email, formal reports, presentations)?

• Are there any shared tools or systems that facilitate cross-department collaboration?

Leadership Style of the Hiring Manager

• How would you describe your leadership style (e.g., hands-on, delegative, collaborative)?

• How do you prefer to provide feedback (e.g., during one-on-ones, written, informal)?

• How do you support professional growth and development for your team members?

• How do you encourage open communication and idea sharing?

• How do you handle conflicts or challenges within the team?

3. Resources for New Hires

Key Tools and Platforms (Which programs will your New Hire to be successful in their role?)

• [Name of Tool/Platform]: Purpose and login instructions.

• [Name of Tool/Platform]: Purpose and login instructions.

Team Documentation (e.g. Shared Drives)

• [Link to Team Handbook or Guidelines]

• [Link to Knowledge Base or Wiki]

Additional Learning Opportunities

• [Link to Training Resources]

• [Link to Professional Development Programs]

4. Notes and Next Steps for Hiring Managers

Use this section to document any specific notes about your new hire, their role, and next steps for their onboarding journey.

• Start Date:

• Role-Specific Goals:

• Team/Stakeholders to Introduce:

• Important Dates or Deadlines:

5. Common FAQs

For Hiring Managers

• How do I create a NURF? 

  • NURF Step by Step 

• How do I access the HR portal? 

  • UKG Pro

• Where can I find company policies? 

  • Staff Site

  • Company Policies and Employee Hand Book 

• Who do I contact for IT setup issues? [Insert contact information.]

For New Hires

• What should I bring on Day 1? [Insert checklist.]

• How do I access my email and tools? [Insert instructions or link.]

• Where can I find training resources? [Insert instructions or link.]