peopleanalyst

Tools · People analytics

Onboarding Plan

Describe a role — get a 30-60-90 onboarding plan.

How it works

Corpus-grounded (people-analytics cluster). Phased ramp (goals → activities → success signal per phase, learning to ownership), plus the stakeholders to meet, resources to set up before day one, and the metrics.

You bring

{ role, cluster? }

You get

{ role_summary, phases[]{phase, goals[], activities[], success_signal}, stakeholders_to_meet[], resources_needed[], success_metrics[], riskiest_assumptions[], grounded_in, provenance }

Use it for

See it work

example output

Role: the first People Analytics Manager at a ~600-person SaaS company, reporting to the CHRO and building the function from scratch.

30-60-90 Onboarding Plan — People Analytics Manager

Role: The company's first People Analytics Manager at a ~600-person SaaS firm, reporting to the CHRO — building the function from scratch.

First week

  • Goals: Get access, meet the immediate team, map the data landscape.
  • Activities: IT/data access provisioning · 1:1s with the CHRO and HRBP leads · inventory the HRIS, ATS, and engagement-survey data.
  • Success signal: Can name where every core people-data source lives and who owns it.

Day 30 — Learn

  • Goals: Understand the business questions, not just the systems.
  • Activities: Interview each HRBP and two or three business leaders on their top people questions · audit current reporting · assess data quality and joins.
  • Success signal: A prioritized list of the five to seven questions the function should answer first, validated with the CHRO.

Day 60 — Contribute

  • Goals: Ship one credible, end-to-end analysis.
  • Activities: Build the first analysis (e.g. a regretted-attrition driver model) · stand up a basic reporting cadence · document data definitions.
  • Success signal: One analysis presented to the leadership team and trusted enough to inform a decision.

Day 90 — Own

  • Goals: Own the roadmap and set the operating cadence.
  • Activities: Publish a 6-month people-analytics roadmap · agree on SLAs for recurring requests · propose the next hire or tooling investment.
  • Success signal: Roadmap approved; stakeholders route people-data questions to the function by default.

Stakeholders to meet

CHRO (manager) · HRBP leads · Talent Acquisition lead · the Finance/FP&A partner · Data Engineering · two or three business-unit leaders.

Resources to set up before day one

HRIS + ATS access · a sanctioned analytics environment (warehouse / BI) · the data dictionary (if one exists) · the last two engagement-survey readouts · the org chart + headcount file.

Success metrics

Time-to-first-shipped-analysis · stakeholder-trust pulse · % of recurring reports automated · roadmap approved by day 90.

Riskiest assumptions

  • That clean, joinable data exists on day one (the real first-90-days work is often plumbing).
  • That leadership wants insight, not just more dashboards.

Grounded in: people-analytics onboarding canon — a phased learning-to-ownership ramp with stakeholder mapping.

Run it now

Build a 30-60-90 onboarding plan

Turn a role into a phased onboarding plan — goals, activities, and success signals per phase, plus the stakeholders to meet, resources to set up, and metrics.

Prefer code? Call it over the API or hand it to your AI agent via MCP — POST /api/bicycle/onboarding-plan · build_onboarding_plan. API & agent access →

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