Enterprise ERP (NDA)
2026
Employee Digital Onboarding
Helping HR create and track employee onboarding plans
Overview
Helping HR create and track employee onboarding plans
HR teams need to coordinate tasks, owners, and deadlines for each employee. I helped design the core workflow: HR plan creation, task assignment, plan maintenance, and progress review — within the company's existing UI framework and technical constraints.
The Impact
Beyond the design output itself, my contribution helped make design discussions more concrete. I translated changing requirements into visible mock-ups, explained the reasoning behind design decisions, and incorporated feedback from product and engineering.
Colleagues specifically recognized the value of fast design feedback, clearer explanations, and close collaboration across locations.
Problem
HR needed a structured way to manage onboarding plans
HR teams need to coordinate multiple tasks for each employee — including who owns a task, when it is due, whether it is required, and whether it has been completed.
The challenge was to make this workflow understandable within an existing enterprise UI framework.
The core workflow needed to help HR:
Find the employee | Set up the plan | Maintain the plan | Review progress |
|---|
Research
Grounded in team discovery, not solo research
The team's discovery synthesis included 10 participants, including seven HR specialists.
Participants already used onboarding checklists or templates, while eight used a digital document-storage solution. These findings provided context for how HR teams were already organizing onboarding-related work.
The research also helped frame the experience around familiar task-management patterns rather than introducing an entirely new mental model.
What it made clear
Participants were already relying on manual checklists and separate document storage. The goal wasn't to introduce an entirely new mental model — it was to bring task ownership, deadlines, and status into one place HR could actually use.
What we learned
The workflow needed to connect three things:
Employee context | Task ownership | Progress |
|---|
This led to an experience where employee information and assigned tasks remained closely connected throughout the workflow.
Ideation
Exploring the HR workspace and task setup
My initial ideas explored an HR workspace split into two views — employees who still needed a plan, and plans already created — plus a guided, step-based approach to task selection. These were exploratory frames, multiple ideas rather than one confirmed flow.
The concept separated employees who still needed plans from employees with existing plans, with actions such as:
Create Plan | Edit | View |
|---|
The workspace also explored progress indicators, plan status, employee information, and filter controls.
Exploring different ways to build a plan
I explored several approaches for selecting onboarding tasks.
One direction used a guided, step-based flow with a searchable checklist followed by a preview.
Another explored selecting the plan owner earlier in the process, while a separate concept used a modal-based task picker.
These explorations helped visualize different ways HR could move from selecting an employee to configuring the tasks within their plan.
Design
Keeping employee context visible
The final design brings employee context, task assignment, and status together in a single form-and- table layout, so HR can create a plan and review its progress without losing track of who owns what.
HR Workspace concept: Two separate lists — employees needing a plan, and plans already created with task-count progress and plan status visible at a glance.
Guided task selection & plan detail: A searchable checklist for adding tasks, and a card-based plan-detail concept with Plan Owner context and tabbed status. Exploratory frames, not a confirmed final flow.
Creating an employee onboarding plan: Employee details sit above the task list; one table holds task names, assignees, required status, due dates, and task status.
Reviewing ownership and progress: The same table structure supports review — task owners, due dates, and completion states in one place, with a clear route back to editing.
Lessons
What I'd carry into the next project
Digital Onboarding reinforced that design quality isn't only determined by the final screen.
In a cross-functional enterprise environment, the ability to explain design decisions, respond quickly to new information, and make trade-offs visible can be just as important.
A collaborator summarized the value of this approach:
“This has helped the team understand better why things are designed the way they are and also helps the team provide better suggestions.”
Bring technical expertise into the process earlier
One area I would improve is involving UI framework specialists earlier when a design depends on uncertain interactions.
If I were continuing the project, I would review technically uncertain interactions earlier, document open questions, and keep product and engineering aligned on decisions before detailed design progresses.
Designing through ambiguity
The project also strengthened my ability to work through ambiguity.
Requirements evolved, technical feasibility wasn't always immediately clear, and the team was distributed across locations. My role was to keep the user perspective visible while turning that uncertainty into concrete design options the team could evaluate.
The result was more than a set of mock-ups. It was a clearer shared understanding of the workflow, the design rationale, and the decisions needed to move the experience forward.
