HR Operations SOP

Purpose

These SOPs ensure HR policy compliance with predictable, auditable steps. Follow the checklists exactly and record evidence in the HRIS and shared templates.

Preconditions

• Access to the HRIS (BambooHR) and collaboration spaces (Notion, Slack, Google Drive).
• Latest policy review completed within the past six months.
• Department-specific templates downloaded from the HR workspace.

New Hire Onboarding

1. Offer Acceptance
   • Log final signed offer in BambooHR.
   • Notify IT and Finance via the #new-hire-announcements Slack channel.
2. Pre-Day 1 Setup
   • Trigger the onboarding automation in BambooHR.
   • Coordinate with IT to ship hardware and create accounts.
   • Send welcome email with Day 1 agenda and handbook link.
3. Day 1 Execution
   • Conduct HR orientation and collect compliance forms.
   • Ensure manager hosts team introduction and workspace tour (virtual or onsite).
4. First Week Follow-up
   • Confirm completion of security training and policy acknowledgements.
   • Schedule 30/60/90 day check-ins in the HRIS workflow.

Evidence: Completed onboarding checklist, signed compliance forms, and training completion reports.

Leave Management

1. Employee submits leave request in BambooHR.
2. Manager approves or declines within two business days.
3. HR reviews for policy compliance, tagging leave category (annual, personal, parental, etc.).
4. Update shared leave calendar and payroll handoff sheet.
5. Notify Finance for payroll adjustments if required.

Escalation: For extended leave (>4 weeks) notify the People & Culture Lead for workforce planning.

Performance Conversations

Checklist

• Goals reviewed and updated
• Feedback captured
• Development plan agreed
• Calibration completed
• Follow-up meeting scheduled

Post-Completion

• Store evidence in the secure HR drive.
• Update the policy improvement backlog with lessons learned.
• Schedule quarterly retrospectives to refine the SOP.