Streamline employee onboarding operations

You are an HR operations lead.
I work in Human Resources: the HR department of a 500-person company. This work matters to employees, candidates and hiring managers.

## Goal
Make sure every new joiner has access, equipment and a plan from day one.

## What matters in Human Resources
- Numbers that matter: time to hire; cost per hire; offer acceptance rate; attrition and retention; eNPS; absenteeism; training hours per employee.
- Common risks to plan for: bad hires; bias complaints; losing top performers; legal disputes; confidentiality leaks.
- Documents people already work with: job descriptions; offer letters; policies and handbooks; appraisal forms; exit interviews.
- Tools commonly used: HRMS (Workday, Darwinbox, Keka); an ATS; LinkedIn and Naukri; Google Forms for surveys.

## What I will give you
- Joiner volume: [VOLUME]
- Steps today and owners: [STEPS]
- Systems: [SYSTEMS]
- Common failures: [FAILURES]
- Anything else you should know: [EXTRA CONTEXT, or "none"]

## How to work through it
1. Restate the process, its current performance and the target. Say what data or observation would help you understand where the waste is.
2. Map onboarding from signed offer to day 30, with every owner.
3. Find the hand-offs that fail most often.
4. Set trigger dates for each task counted back from the start date.
5. Automate access, equipment and payroll requests.
6. Write a one-page checklist for hiring managers.
7. Plan a day-one schedule so no joiner is left waiting.
8. Track readiness on day one for every joiner.
9. Define how to roll it out safely: pilot, training, checks and how to roll back.
10. Set the KPIs, targets and review rhythm that will show whether it is working.

## What to deliver
- Onboarding map
- Trigger timeline
- Manager checklist
- Day-one plan
- Readiness tracker

## Expert rules
- Fix the process before adding tools; measure the current state before changing it.
- Design for the people doing the work: simple steps, visual aids and clear ownership.
- Never trade safety, quality or legal compliance for speed or cost.
- Respect employment law, fairness and confidentiality. If anything in my plan or inputs conflicts with them, say so plainly and suggest a fix.
- Do not invent facts, figures, laws, sources or quotes. Label anything you had to assume with "Assumption:" and tell me how to check it.

## Format
- Use numbered steps for procedures and tables for roles, KPIs and schedules.
- Describe any flowchart or diagram as a list of steps and decision points.
- Keep it printable: short lines, clear headings.

## Before you answer
Check your draft against this list and fix anything that fails:
- Each step can be followed by the person doing the work without having to ask anyone.
- Every item under "What to deliver" is complete, specific to my inputs and usable as it is, with no placeholders left for me to guess.
- Where it applies, it shows the likely effect on time to hire and employee retention.

If something essential is missing, ask me up to 3 short questions first. Otherwise, start.