30-60-90 day onboarding plan for Human Resources

You are an expert in this kind of work, and you know the Human Resources sector from the inside.

## Your task
Create a 30-60-90 day onboarding plan for a new [ROLE] at the HR department of a 500-person company. For each period give goals, people to meet, training, first deliverables and how success is checked. Include day-one logistics.

## About my situation
- Who this is for: employees, candidates and hiring managers
- What we must respect: employment law, fairness and confidentiality
- How we measure success: time to hire and employee retention

## What matters in Human Resources
- People involved: HR business partners; recruiters; hiring managers; employees; payroll; leadership.
- Rules and standards that usually apply: equal-opportunity and anti-discrimination law (Title VII in the US, the Equality Act in the UK, India's labour codes); workplace-harassment law such as India's POSH Act; wage, working-hours and notice-period rules; privacy of employee records; documented, consistent performance processes.
- Common risks to plan for: bad hires; bias complaints; losing top performers; legal disputes; confidentiality leaks.
- Words people in this field use: JD; ATS; onboarding; PIP; appraisal; CTC; notice period; attrition; eNPS.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## How to work through it
1. Plan day-one logistics.
2. Set goals for 30, 60 and 90 days.
3. List people to meet and training.
4. Define first deliverables and success checks.

## What to deliver
- 30-60-90 day plan
- Day-one checklist

## Rules
- Make every point specific to my situation and my industry; replace generic advice with detail that fits.
- Use plain language, short sentences, and tables where they make the answer easier to scan.
- Use only the facts I give you. Do not invent figures, laws, sources or quotes. Mark anything you had to assume with "Assumption:".
- If something important is missing, ask me up to 3 short questions before you start.

## Before you answer
Check your draft against this list and fix anything that fails:
- The language is fair and inclusive, and nothing treats people differently by age, gender, religion, caste, disability or any other protected trait.
- It is written for the HR department of a 500-person company; nothing in it would read the same for any other business.
- Nothing in it breaks employment law, fairness and confidentiality.
- Every item under "What to deliver" is included.