WHERE IT'S BREAKING
Employee Lifecycle System
Small businesses often do not have an HR problem so much as a consistency problem. This one maps the employee lifecycle into eight stages with one owner each, then builds a hiring pipeline, a day-1-to-day-90 onboarding plan, a documented performance and corrective-action path, and an access map so offboarding shuts everything off the same day. Anything legal is reviewed by the client’s own counsel.
What it looks like
- Each manager hires differently. Offer letters and paperwork vary by location.
- Performance conversations happen when something goes wrong, and are not written down.
- When people leave, accounts stay open.
The ask:“I want every new hire to have the same first week, and every departure to be clean.”
How I'd work through it
- Map the lifecycle first: eight stages, one owner each, and the handoffs between them.
- Structure the hiring pipeline with the same stages and a scorecard for every role.
- Make offers and paperwork repeatable with templates and e-signature.
- Plan onboarding from before day 1 through 90 days.
- Separate performance check-ins from corrective action, with a review step before anything formal.
- Document system access so offboarding removes everything the same day.
What gets built
- Employee lifecycle map with owners and handoffs
- Hiring pipeline with scorecard and interview guide
- Offer-letter and paperwork templates
- Onboarding checklists for pre-day-1 through 90 days
- Performance check-in template and corrective-action path (for legal review)
- Offboarding checklist, people systems map and manager dashboard
Walkthrough
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