Rivac LabsHR Onboarding
A new hire's first impression of a company is set almost entirely by onboarding, and inconsistent onboarding — missing paperwork, unclear expectations, no real plan for the first three months — directly correlates with early attrition. This service builds a structured onboarding program: pre-boarding logistics, compliance and benefits-enrollment handling, and a real 30-60-90-day plan that gives new hires clear milestones instead of a vague ramp-up period. It's for HR teams onboarding at a volume where manual, ad-hoc onboarding is producing inconsistent new-hire experiences. You get a repeatable onboarding process and new hires who know exactly what success looks like in their first three months.
How We’d Approach This
A clear, staged plan — not a black box
- 1
Diagnose the current onboarding experience and pinpoint where new hires report confusion or delay.
- 2
Pilot the redesigned onboarding flow, including a 30-60-90-day plan, on one department or role.
- 3
Review new-hire feedback and manager input from the pilot before rolling out further.
- 4
Roll out the full onboarding program with compliance and benefits enrollment built into the workflow.
What You Get
Deliverables from this engagement
- A structured pre-boarding and compliance checklist
- A benefits-enrollment workflow integrated into onboarding
- A documented 30-60-90-day plan template by role
- New-hire feedback tracking to keep the program current
Six Ways We Could Architect This
Different engagement, different build — pick the shape that fits
There’s more than one way to deliver on this service. Browse a few of the ways we’d structure the work, depending on your speed, budget, and integration needs.
Ready to get started?
Tell us what you’re trying to get done and we’ll help you find the highest-leverage place to start — scoped small enough to prove itself before you commit to anything bigger.
Talk to us about HR Onboarding