"Onboarding isn't a checklist that ends on Day 30. It's a six-month integration journey — and most organizations fail new hires not because they don't care, but because no one owns the full journey. Designing onboarding means designing ownership."
Audited regional onboarding models across 22 global offices to identify process failures, structural inconsistencies, and ownership gaps that contributed to offer-to-start attrition and early disengagement.
Designed a six-month onboarding framework with defined owners, milestone triggers, and success criteria at each stage — from offer acceptance through the six-month check-in.
Automated onboarding workflows within the HRIS to trigger integration milestones, notifications, and task assignments without manual intervention, reducing dependency on coordinator memory.
Built a centralized SharePoint hub serving three audiences: HR coordinators managing the process, hiring managers executing their touchpoints, and new hires navigating their first six months.
Designed a global change plan and trained 31 HR coordinators across 22 offices to execute the new model consistently, with localized guidance for regional variation.
- Regional model audit
- Gap analysis
- Attrition data review
- Coordinator interviews
- Journey mapping
- HRIS workflow design
- SharePoint hub build
- Change management plan
- Coordinator training (31 staff, 22 offices)
- Pilot rollout
- Feedback collection
- Satisfaction surveys
- Attrition monitoring
- Annual framework review