Free HR Templates for Jira

7 pre-built onboarding and offboarding checklist templates, ready to use in Jira.

Every company onboards differently — but the first 30 days follow the same patterns. We studied hundreds of onboarding checklists and built 7 templates that cover 90% of what teams need. Each template includes phased tasks with clear ownership, department assignments, and due dates. Use them as-is, or customize them to fit your organization.

7 Templates
140 Total Tasks
5 Role Types
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Onboarding Templates

Pre-boarding
  • Send offer letter and employment agreementHR
    Send official offer letter, NDA, IP assignment agreement, and any equity/benefits documents for signature
  • Collect signed paperwork (I-9, W-4, direct deposit)HR
    Ensure all tax forms, identification documents, and banking info are submitted
  • Order laptop and peripheralsIT
    Order company laptop (spec per engineering standards), monitor, keyboard, mouse, headset
  • Create corporate email and accountsIT
    Set up email, Slack, Jira, Confluence, GitHub/Bitbucket, VPN, SSO accounts
  • Assign onboarding buddyManager
    Select an experienced team member as the new hire's go-to person for questions
  • Prepare welcome message for team channelManager
    Draft and schedule a welcome announcement in the team Slack/Teams channel
  • Set up workstation and ship equipmentIT
    Configure laptop with required software, ship to remote employees or set up desk for in-office
Week 1
  • Complete Day 1 orientation sessionHR
    Company overview, mission/values, org structure, benefits enrollment walkthrough
  • Meet with direct manager (role expectations)Manager
    Discuss role responsibilities, team structure, communication norms, first-week goals
  • Set up development environmentEmployee
    Install IDE, clone repositories, configure local dev environment, run build successfully
  • Complete security and compliance trainingEmployee
    Complete required security awareness training, acceptable use policy, data handling procedures
  • Meet the team (introductory meetings)Buddy
    Buddy schedules 1:1 coffee chats with each team member (15 min each)
  • Review codebase architecture documentationEmployee
    Read architecture docs in Confluence, review system diagrams, understand service boundaries
  • Complete first code review (as reviewer)Employee
    Shadow a team member on a code review to understand standards and process
  • Attend first sprint ceremonyEmployee
    Observe and participate in at least one sprint ceremony
Month 1
  • Complete HR benefits enrollmentEmployee
    Enroll in health insurance, 401k, and other benefits before the enrollment deadline
  • Submit first pull requestEmployee
    Complete a starter task (bug fix or small feature) and submit for review
  • Complete product overview trainingManager
    Walk through the product from a user perspective, demo key features, explain roadmap
  • 1:1 with skip-level managerManager
    Meet with manager's manager for broader context on team direction and career path
Milestones
  • 30-Day Check-inManager
    Formal check-in: review first month, discuss what went well, identify any blockers or concerns
  • 60-Day Check-inManager
    Mid-probation review: assess progress against role expectations, adjust goals if needed
  • 90-Day Check-inManager
    End of onboarding: confirm successful ramp-up, set ongoing performance goals, close onboarding
Pre-boarding
  • Send offer letter and employment agreementHR
    Official offer, NDA, and policy acknowledgment forms
  • Collect signed paperwork (I-9, W-4, direct deposit)HR
    Tax forms, identification, banking setup
  • Order laptop and standard peripheralsIT
    Standard corporate laptop, mouse, headset
  • Create corporate email and accountsIT
    Email, Slack/Teams, Jira (if applicable), SSO, VPN
  • Prepare physical workspace (if in-office)Facilities
    Desk assignment, building access badge, parking pass, office supplies
  • Assign onboarding buddyManager
    Pair with a peer who can answer day-to-day questions
  • Welcome message to teamManager
    Announce the new hire and share their background with the team
Week 1
  • Day 1 orientation and company overviewHR
    Company history, mission, values, org chart, office tour (virtual or in-person)
  • Meet with direct manager (role and expectations)Manager
    Discuss responsibilities, team workflows, communication preferences, 30-day goals
  • Set up core software toolsEmployee
    Configure email, calendar, Slack, and any role-specific software
  • Complete security and compliance trainingEmployee
    Security awareness, data handling, workplace harassment prevention
  • Meet key cross-functional partnersBuddy
    Buddy introduces new hire to 3-5 key people they will collaborate with regularly
  • Review team processes and documentationEmployee
    Read through team Confluence space, understand SOPs, review recent meeting notes
Month 1
  • Complete HR benefits enrollmentEmployee
    Health insurance, retirement, and other benefits enrollment
  • Shadow a team member on a typical workdayEmployee
    Observe a colleague performing core job functions to learn by example
  • Complete first independent taskEmployee
    Manager assigns a low-stakes task to be completed independently
  • Attend department all-hands or town hallEmployee
    Participate in a broader team meeting to understand department priorities
Milestones
  • 30-Day Check-inManager
    Review first month, discuss impressions, address questions, adjust onboarding plan
  • 60-Day Check-inManager
    Progress review, identify skill gaps, discuss training needs
  • 90-Day Check-inManager
    Formal end-of-onboarding review, set forward-looking goals, transition to regular cadence
Pre-boarding
  • Send offer letter and employment agreementHR
    Offer letter, commission/bonus plan, NDA, non-compete (if applicable)
  • Collect signed paperworkHR
    Tax forms, identification, banking for commission payments
  • Order laptop and sales tools hardwareIT
    Laptop, external webcam (for demos), headset, second monitor
  • Create accounts (CRM, email, Slack, demo environments)IT
    Salesforce/HubSpot, email, Slack, product demo/sandbox environments, Zoom
  • Set up CRM access and territory assignmentSales Ops
    Configure CRM views, assign territory/accounts, set up pipeline tracking
  • Assign sales mentor/buddyManager
    Pair with a top-performing peer for shadowing and coaching
  • Welcome message to sales teamManager
    Announce in sales channel with background and territory info
Week 1
  • Day 1 orientation and company overviewHR
    Company story, mission, competitive positioning, org structure
  • Meet with sales manager (quota, territory, expectations)Manager
    Review quota, territory assignment, ramp expectations, compensation plan details
  • Product deep dive session 1 (core product)Manager
    Hands-on product walkthrough covering core features and value propositions
  • Complete security and compliance trainingEmployee
    Security, data handling, customer data privacy, acceptable use
  • Review sales playbook and battle cardsEmployee
    Study competitive battle cards, objection handling guides, pricing frameworks
  • Shadow 3 sales calls with buddyBuddy
    Observe discovery calls, demos, and negotiation techniques
Month 1
  • Product deep dive session 2 (advanced features)Manager
    Deep technical features, integration points, and common customer architectures
  • Complete product certification quizEmployee
    Pass internal product knowledge assessment (80% minimum score)
  • Complete HR benefits enrollmentEmployee
    Health, retirement, and other benefits
  • Deliver first practice demo (internal)Employee
    Deliver a mock demo to manager and buddy; receive structured feedback
  • Make first prospecting calls (supervised)Employee
    Begin outreach under buddy supervision
  • Meet key partners (SE, CS, Marketing)Buddy
    Introductions to teams the rep will collaborate with on deals
  • Complete CRM hygiene trainingSales Ops
    Learn CRM data entry standards, pipeline stages, forecasting methodology
Milestones
  • 30-Day Check-inManager
    Review ramp progress, pipeline building, knowledge assessment results
  • 60-Day Check-inManager
    Evaluate first deals in pipeline, demo quality, customer interaction feedback
  • 90-Day Check-inManager
    Full ramp assessment: pipeline health, quota attainment trajectory, independent deal management
Pre-boarding
  • Send offer letter and employment agreementHR
    Offer letter with confidentiality clause regarding employee data
  • Collect signed paperworkHR
    Standard new hire paperwork plus data access acknowledgment
  • Order laptop and peripheralsIT
    Standard corporate setup
  • Create accounts with elevated HR system accessIT
    Email, Slack, Jira, HRIS system access, payroll system view access, background check platform
  • Assign HR buddy/mentorManager
    Pair with experienced HR team member
  • Grant access to confidential HR shared drivesIT
    Employee files, compensation data, investigation records (read-only initially)
  • Welcome message to HR teamManager
    Announce in HR channel
Week 1
  • Day 1 orientation (company overview)HR
    Standard company orientation (experience it as an employee first)
  • Meet with HR manager (team structure)Manager
    Review HR team structure, individual responsibilities, current priorities, open cases
  • Review employee handbook and HR policiesEmployee
    Read current handbook, leave policies, code of conduct, disciplinary procedures
  • Complete security and data privacy training (enhanced)Employee
    Enhanced training: GDPR/CCPA requirements, employee data handling, confidentiality obligations
  • HRIS system training sessionBuddy
    Hands-on training with HRIS for employee record management
  • Review current open HR initiativesEmployee
    Read briefs on ongoing projects: open roles, policy updates, compliance initiatives
  • Meet cross-functional partners (Legal, Finance, IT)Buddy
    Meet key contacts in Legal, Finance (payroll), IT (access management)
Month 1
  • Shadow an employee relations conversationBuddy
    Observe buddy handling an HR inquiry or case to learn approach and tone
  • Complete benefits administration trainingManager
    Learn how to administer benefits enrollment, changes, and terminations
  • Review employment law basicsLegal
    Briefing from legal on relevant employment laws, at-will status, protected classes
  • Process first employee request independentlyEmployee
    Handle a routine HR request end-to-end
Milestones
  • 30-Day Check-inManager
    Review systems proficiency, comfort with confidential information handling, initial impressions
  • 60-Day Check-inManager
    Assess independent case handling, policy knowledge depth, cross-functional relationships
  • 90-Day Check-inManager
    Full competency review, discuss specialization interests, set professional development goals
Pre-boarding
  • Send offer letter with executive compensation packageHR
    Offer letter including equity vesting schedule, bonus structure, benefits, severance terms
  • Complete executive background checkHR
    Enhanced background and reference checks per executive hiring policy
  • Collect signed paperwork (including non-compete)HR
    Full legal document package reviewed by counsel
  • Order executive-grade equipmentIT
    Premium laptop, dual monitors, executive-level mobile plan, home office stipend if remote
  • Create accounts with appropriate admin accessIT
    Email, Slack (with private leadership channels), Jira, financial reporting tools, board portal
  • Prepare org chart and direct reports summaryHR
    Detailed overview of reporting structure, team bios, headcount, open roles, budget summary
  • Schedule first-week meetings with leadershipExecutive Assistant
    Book 1:1s with all C-suite/VP peers, key board members (if C-level), and direct reports
  • Company-wide announcement of new executiveHR
    Internal announcement email with bio, background, and first-day details
Week 1
  • CEO/Board welcome and strategic contextManager
    CEO (or hiring manager) provides company strategy overview, key metrics, current challenges
  • Meet direct reports (group introduction)Employee
    Town hall-style meeting with the new executive's team
  • Review strategic plan, board materials, financialsEmployee
    Deep dive into company strategy, recent board decks, P&L, key metrics
  • 1:1 meetings with all peer executivesEmployee
    Individual meetings with each C-suite/VP peer to understand priorities and interdependencies
Month 1
  • Meet top 10 customers or key stakeholdersEmployee
    Introductions to the most important customer relationships and partner contacts
  • Complete compliance and governance trainingEmployee
    Insider trading policy, code of ethics, regulatory requirements specific to the executive role
  • Conduct team assessment and identify quick winsEmployee
    Assess current team capabilities, processes, and identify 2-3 improvements to pursue
  • Present 90-day plan to CEO/BoardEmployee
    Draft and present strategic priorities for the first 90 days with measurable objectives
Milestones
  • 30-Day Check-in (CEO/Board)Manager
    Review cultural integration, stakeholder impressions, initial strategic observations
  • 60-Day Check-in (CEO/Board)Manager
    Evaluate progress on 90-day plan, team engagement, cross-functional effectiveness
  • 90-Day Check-in (CEO/Board)Manager
    Comprehensive review: strategic impact, team morale, stakeholder confidence, forward plan

Offboarding Templates

Pre-departure
  • Notify IT of departureIT
    Inform IT department of the upcoming departure so they can prepare for access revocation and equipment collection
  • Schedule exit interviewHR
    Schedule a confidential exit interview to gather feedback and discuss transition details
  • Knowledge transfer documentationEmployee
    Document key processes, project status, passwords/credentials (in vault), and outstanding work items
  • Identify handoff recipientsManager
    Assign team members to take over responsibilities, projects, and client relationships
  • Notify payroll of departureHR
    Inform payroll of last working day, final pay calculation, and any outstanding expenses or reimbursements
Last Day
  • Revoke badge/building accessFacilities
    Deactivate badge access, collect physical keys, and remove from building access lists
  • Collect company equipmentIT
    Collect laptop, phone, monitors, peripherals, and any other company-owned equipment
  • Revoke email and system accessIT
    Disable email account, SSO, VPN, and all application access. Set up email forwarding if needed
  • Conduct exit interviewHR
    Conduct the exit interview, document feedback, and discuss any outstanding concerns
  • Remove from distribution listsIT
    Remove from email distribution lists, Slack channels, and team communication groups
Post-departure
  • Process final paycheckHR
    Process final paycheck including unused PTO payout, bonuses, and expense reimbursements
  • Send benefits continuation infoHR
    Send COBRA/benefits continuation information, 401k rollover options, and related documentation
  • Archive employee filesHR
    Archive personnel files, move shared documents to team ownership, preserve work product
  • Remove software licensesIT
    Reclaim or cancel assigned software licenses (SaaS seats, IDE licenses, cloud accounts)
  • Update org chartHR
    Update organizational chart, team directory, and internal documentation to reflect departure
Pre-departure
  • Notify IT of departureIT
    Inform IT department of the upcoming departure so they can prepare for access revocation and equipment collection
  • Schedule exit interviewHR
    Schedule a confidential exit interview to gather feedback and discuss transition details
  • Knowledge transfer documentationEmployee
    Document key processes, project status, architecture decisions, and outstanding work items
  • Identify handoff recipientsManager
    Assign team members to take over responsibilities, projects, and client relationships
  • Notify payroll of departureHR
    Inform payroll of last working day, final pay calculation, and any outstanding expenses
  • Transfer repo ownershipEmployee
    Transfer ownership of personal repos, update CODEOWNERS files, reassign PR reviewers
  • Revoke cloud accessIT
    Remove access to AWS/GCP/Azure consoles, CI/CD pipelines, and production environments
Last Day
  • Revoke badge/building accessFacilities
    Deactivate badge access, collect physical keys, and remove from building access lists
  • Collect company equipmentIT
    Collect laptop, phone, monitors, peripherals, and any other company-owned equipment
  • Revoke email and system accessIT
    Disable email account, SSO, VPN, and all application access
  • Conduct exit interviewHR
    Conduct the exit interview, document feedback, and discuss any outstanding concerns
  • Remove from distribution listsIT
    Remove from email distribution lists, Slack channels, and team communication groups
  • Rotate secrets and credentialsIT
    Rotate any API keys, tokens, or credentials the departing employee had access to
Post-departure
  • Update on-call rotationManager
    Remove from PagerDuty/on-call schedules and redistribute rotation slots
  • Process final paycheckHR
    Process final paycheck including unused PTO payout, bonuses, and expense reimbursements
  • Archive branchesIT
    Archive or close open branches and pull requests authored by the departing employee
  • Send benefits continuation infoHR
    Send COBRA/benefits continuation information, 401k rollover options, and related documentation
  • Archive employee filesHR
    Archive personnel files, move shared documents to team ownership, preserve work product
  • Remove software licensesIT
    Reclaim or cancel assigned software licenses (SaaS seats, IDE licenses, cloud accounts)
  • Update org chartHR
    Update organizational chart, team directory, and internal documentation to reflect departure

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