Run: New Employee Onboarding Checklist

The HR coordinator verifies that the new hire record contains the legal name, job title, department, manager, start date, work location, and employment status. The HR coordinator confirms that any missing information is resolved before onboarding begins.

The HR coordinator sends the new hire a pre-boarding message that includes the start date, reporting time, location or virtual meeting link, required identification documents, forms to complete, dress code, and first-day contact person. The HR coordinator records the communication in the onboarding system.

The HR coordinator collects completed tax, payroll, benefits, policy acknowledgment, emergency contact, and eligibility forms as applicable. The HR coordinator verifies that each required document is signed, dated, and legible, then stores the records in the approved document system.

The IT support specialist and department supervisor verify that the workstation, badge, email account, required software, phone extension, and shared drive access are ready before the start date. The IT support specialist confirms that any access limitations are documented and escalated if they prevent the employee from performing assigned duties.

The hiring manager or HR coordinator welcomes the new employee, reviews the company mission, organizational structure, work hours, attendance expectations, communication channels, and key policies. The role owner explains the first-day agenda and identifies the person responsible for questions during the first week.

The supervisor assigns required training modules covering workplace safety, harassment prevention, data privacy, code of conduct, and role-specific compliance topics. The supervisor verifies completion status and records any outstanding training as a deviation requiring follow-up.

The hiring manager reviews the job description, key responsibilities, expected behaviors, performance measures, and first-week goals with the new employee. The hiring manager confirms how progress will be checked and what escalation path to use for blockers or questions.

The hiring manager or HR coordinator conducts scheduled check-ins during the first week to confirm understanding, identify blockers, and resolve deviations from the onboarding plan. The manager records feedback, outstanding items, and escalation actions in the onboarding system.