# Example: Create a 30-60-90 Day Plan

Fictional company, role and new hire.

## What the user pasted

> New HR Business Partner starting 3 Nov at Fernhill Logistics, supports our 2 warehouses (Leeds + Doncaster, ~300 people). D.W. comes from retail HR so knows ER but not logistics. Hybrid, 3 days in. I'm Sam, Head of People.
>
> What I need by end of first months: owns ER cases for both sites, builds relationships with the two site managers (Kev in Leeds, Aisha in Doncaster), runs the absence review with the site managers, starts on the exit interview data, we lose too many pickers in the first 3 months.
>
> Peak starts w/c 24 Nov (Black Friday volumes), lots of agency temps, sites get hectic.
>
> Uses Workday + our case tracker. Priya could be buddy. Mandatory: H&S induction on site, GDPR module. Asked for a sit-stand desk.

## What the skill produced

# 30-60-90 day plan: HR Business Partner, People team

**New hire:** D.W. · **Manager:** Sam (Head of People) · **Buddy:** Priya · **Start date:** 3 Nov · **Working pattern:** Hybrid, 3 days on site

## Before day one

| Item | Owner | Ready by |
|---|---|---|
| Laptop and headset | [TBC: IT] | 27 Oct |
| Accounts: Workday, case tracker, email, shared drives | [TBC: IT] | 30 Oct |
| Site passes for Leeds and Doncaster | [TBC: site admin] | 30 Oct |
| Buddy (Priya) briefed | Sam | 27 Oct |
| Welcome message and first-week calendar sent | Sam | 29 Oct |
| Sit-stand desk set up | [TBC: facilities] | 31 Oct |

## First week

| Day | Plan |
|---|---|
| Mon | Welcome, People team intro, 1:1 with Sam on expectations |
| Tue | Workday and case tracker set-up, lunch with Priya |
| Wed | Leeds site: H&S induction, site tour, meet Kev |
| Thu | GDPR module, read open ER case files, start first small task, meet [TBC: payroll contact] |
| Fri | Doncaster site: tour, meet Aisha; end-of-week check-in with Sam, share first task |

**First small task:** Read the open ER case files and add a one-line status and next step for each case in the case tracker, then go through the list with Sam on Friday.

## Days 1–30: Learn

- **Priorities:** Understand both sites, the shift patterns and the open ER cases. Peak (w/c 24 Nov): before it, learn with Kev and Aisha how agency temps are briefed and which ER issues peak usually brings; during it, spend on-site days at the busier site [TBC: which] and log ER issues for Sam rather than own cases alone.
- **Outcomes by day 30:** Has walked every shift at both sites at least once; can summarise each open ER case and its next step; has shadowed Sam on two case meetings.
- **Relationships:** Kev and Aisha (site priorities), shift leads (day-to-day issues), payroll (absence and pay queries).
- **Learning:** Warehouse roles and how pickers are rostered; company ER policies; the case tracker.

## Days 31–60: Contribute

- **Priorities:** Take over ER cases; prepare the first absence review.
- **Outcomes by day 60:** Owns new ER cases at both sites with Sam as back-up; runs the first absence review with Kev and Aisha; has read the last 12 months of exit interview notes.
- **Relationships:** Regular slot with each site manager; [TBC: union or employee reps, if any].
- **Learning:** Absence trends by site and shift; first-90-day leaver data.

## Days 61–90: Own

- **Priorities:** Full ER ownership; first view on early picker turnover.
- **Outcomes by day 90:** Owns all ER cases at both sites; absence reviews running monthly; shares three findings from the exit data with Sam, with ideas to test.
- **Relationships:** Recruitment team and agency contacts (early leavers).
- **Learning:** What good onboarding looks like for pickers, from the pickers themselves.

## Check-ins

| When | Format | New hire asks / shares | Manager asks / shares |
|---|---|---|---|
| Weekly, month 1 | 1:1, 30 min | What is unclear; what support is missing | What has surprised you at the sites? |
| Every two weeks after | 1:1, 30 min | Cases needing a second view | Progress on outcomes |
| Day 30 / 60 / 90 | Review, 60 min | What to change in this plan or in onboarding | Next period's focus, support needed |

**Day 90 note for the next hire:** [TBC: add at the day-90 review, about the role only]

## On track / worth a conversation

- **On track:** Site managers bring issues to D.W. directly; cases move without Sam chasing; D.W. asks sharper questions about the data each week.
- **Worth a conversation:** Time split heavily to one site; cases stalling on the same step; D.W. has not yet met shift leads by day 30.

## Change log

| Date | Change agreed | By |
|---|---|---|

## Open questions

- Who in IT and facilities owns set-up? [TBC]
- Are there union or employee reps D.W. should meet? [TBC]
- Payroll contact name [TBC]
- Which site needs more on-site cover during peak? [TBC]
