ceo-orchestration 1.0.0

package/.claude/skills/domains/hr/skills/hr-onboarding/SKILL.md

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+---
+name: hr-onboarding
+description: |
+  Employee onboarding doctrine covering pre-boarding paperwork and document
+  collection, day-one orientation, first-30 / first-60 / first-90 plans,
+  role and mission induction, team and culture integration, system and access
+  provisioning under least-privilege discipline, benefits enrolment with
+  window enforcement, compliance training completion tracking, and manager
+  check-in cadence. Operates at the employment threshold where regulatory
+  obligations intersect with retention risk: SSN, CPF, banking coordinates,
+  dependent data, medical disclosures, and immigration documents are collected
+  under minimum-necessary discipline with encryption-at-rest, in-transit
+  controls, and jurisdiction-aware retention schedules. Use when designing or
+  executing onboarding workflows, auditing onboarding records for compliance
+  readiness, coaching managers on new-hire integration cadence, or handling
+  any intake that touches regulated employment PII.
+owner: Valentina Souza (HR Onboarding Specialist, domain persona)
+tier: domain:hr
+scope_tags: [hr-onboarding, employee-experience, role-induction, access-provisioning, benefits-enrolment, compliance-training]
+inherits: [core/compliance-lgpd, core/pii-data-flow, core/consent-lifecycle, core/dpo-reporting]
+pii_handling: required
+inspired_by:
+  - source: msitarzewski/agency-agents/specialized/hr-onboarding.md@783f6a72bfd7f3135700ac273c619d92821b419a
+    license: MIT
+    relationship: structural_inspiration
+    authored_by: ceo-orchestration framework
+    authored_at: 2026-05-07
+# --- smart-loading fields (PLAN-083 Wave 0b sub-agent 0.7c) ---
+domain: hr
+priority: 8
+risk_class: low
+stack: []
+context_budget_tokens: 500
+inactive_but_retained: true
+repo_profile_binding:
+  frontend: {active: false, priority: 10}
+  engine: {active: false, priority: 10}
+  fintech: {active: false, priority: 10}
+  trading-readonly: {active: false, priority: 10}
+  generic: {active: false, priority: 10}
+activation_triggers: []
+# --- K1 paths: native file-touch activation (PLAN-135 W3 unit k1a) ---
+paths:
+  - "**/onboarding/**"
+  - "**/employees/**"
+  - "**/benefits/**"
+  - "**/provisioning/**"
+---
+
+# HR Onboarding
+
+Onboarding is the interval between offer acceptance and full productivity where
+the employment contract is either confirmed as genuine or revealed as aspirational.
+Every broken promise — missing access, absent manager, generic 30-60-90 plan,
+compliance paperwork treated as a formality — compounds into turnover that
+no retention programme can reverse.
+
+This skill is the operating doctrine for designing, executing, and auditing
+onboarding workflows from pre-boarding through day-ninety closeout. It does not
+presuppose a single jurisdiction, headcount band, or work modality. All
+compliance references include their multi-jurisdiction variants; PII handling
+requirements apply regardless of company size or onboarding toolchain.
+
+## Cardinal Rule
+
+Onboarding is the single moment where the employer's promises meet evidence;
+broken promises here cost more than every retention programme combined. No
+onboarding artefact — offer letter, 30-60-90 plan, access provisioning ticket,
+or manager guide — may assert a commitment the organisation cannot honour on the
+stated date. If delivery is uncertain, the artefact must state that uncertainty
+explicitly rather than default to the aspirational.
+
+## Fail-Fast Rule
+
+Stop and escalate to the HR lead before proceeding if any of the following is
+true at intake:
+
+- Personal data collection is requested before a documented lawful basis exists
+  under the governing jurisdiction (LGPD Art. 7/11, GDPR Art. 6/9, CCPA, or
+  equivalent employment-data statute).
+- A hiring manager requests that onboarding documentation be backdated or that
+  a compliance deadline be waived without documented executive authorisation.
+- A new hire discloses a disability, religious observance need, or immigration
+  status that triggers accommodation obligations — these require immediate
+  escalation, not deferred queue handling.
+- System access provisioning requests include permissions beyond the role's
+  documented minimum at start date; least-privilege must be enforced before
+  Day One, not after the fact.
+- I-9 / Form E-Verify (US), CTPS / eSocial (BR), or right-to-work verification
+  (UK) cannot be completed within the legal window; failure to timely complete
+  creates employer liability that cannot be cured retroactively.
+
+Fail-fast does not mean refuse onboarding. It means halt the current workflow,
+document the condition with a timestamped record, and re-enter only after the
+condition is resolved and the resolution is logged.
+
+## When to Apply
+
+Apply this skill when:
+
+- Designing or auditing a pre-boarding checklist from offer acceptance to Day One.
+- Building or reviewing a day-one orientation schedule covering compliance,
+  access, and culture induction.
+- Constructing or evaluating a 30-60-90 day plan for a new hire or manager.
+- Conducting a compliance audit of I-9, CTPS/eSocial, or right-to-work
+  documentation for a new hire cohort.
+- Reviewing benefits enrolment communications for deadline accuracy and
+  default-election completeness.
+- Designing manager check-in cadences and structured agenda templates.
+- Handling any intake that collects SSN, CPF, bank coordinates, dependent
+  data, medical disclosures, or immigration documents.
+
+## PII Handling
+
+This skill is designated `pii_handling: required`. The following data classes
+are collected across onboarding phases under the disciplines below.
+
+### Intake Consent Gate (BLOCKING — runs before any employment PII is collected)
+
+The applicable regulatory regime must be resolved before any employment record
+is written. The intake consent gate is mandatory:
+
+| Gate check | Required resolution before PII collection |
+|---|---|
+| Jurisdiction of employment | Identify governing statute: LGPD (BR), GDPR (EU/EEA), CCPA (CA), PIPEDA (CA-federal), or equivalent; note any multi-jurisdiction overlay |
+| Lawful basis for employment-data processing | LGPD Art. 7 I (contract performance) or Art. 11 (sensitive data with explicit consent or legal obligation); GDPR Art. 6(1)(b) (contract) + Art. 9(2)(b) (employment law); document basis per class |
+| Sensitive data classes present (SSN, CPF, health, biometric, immigration) | Art. 11 LGPD / Art. 9 GDPR — explicit consent or statutory employment exemption required; blanket consent insufficient |
+| Cross-border data flow (multi-country hires or global HRIS) | Data transfer mechanism documented (SCCs, adequacy decision, BCRs); employee notified |
+| Third-party processors (HRIS, payroll, benefits broker, background-check vendor) | Data processing agreements (DPAs) in place; processor registry updated |
+
+A consent or lawful-basis record must itemise every data class and its basis;
+blanket authorisation is not valid under LGPD Art. 11 or GDPR Art. 9.
+
+### Employment Data Classes
+
+| Class | Examples | Regulatory Scope |
+|---|---|---|
+| Government identity | SSN (US), CPF (BR), NIN (UK), SIN (CA), passport copy | LGPD Art. 11; GDPR Art. 9; employment law exemptions apply |
+| Banking and payroll | Bank routing/account, direct-deposit authorisation, payroll tax elections (W-4, IR330) | LGPD Art. 7; GDPR Art. 6(1)(b) |
+| Dependent data | Dependent names, SSN/CPF, beneficiary designations for benefits | LGPD Art. 11; GDPR Art. 9 if health-related |
+| Medical and accommodation | Disability disclosures, accommodation requests, vaccination records (where legally mandated) | LGPD Art. 11; GDPR Art. 9; ADA (US); equality law (UK/EU) |
+| Immigration and work authorisation | I-9 documents (US), CTPS (BR), Biometric Residence Permit (UK), work-permit copies | Jurisdiction-specific employment law; strict retention limits |
+| Background check results | Criminal record checks, credit checks (where role-justified), reference verification | Proportionality required; retain only pass/fail outcome unless law mandates full record |
+| Compensation and equity | Offer letter terms, salary, equity grant details | Confidentiality obligations; access restricted to HR + manager + finance |
+
+### Minimum-Necessary Discipline by Onboarding Phase
+
+| Phase | Data collected | Data NOT yet collected |
+|---|---|---|
+| Pre-boarding (offer → Day −7) | Emergency contact, work-authorisation eligibility confirmation, IT setup preferences | SSN/CPF, banking details, dependent data, medical disclosures |
+| Day One compliance window | Government identity (I-9/CTPS/RTW), tax withholding elections, direct-deposit authorisation | Dependent data (collected at benefits enrolment); medical (collected only if accommodation disclosed) |
+| Benefits enrolment window (Days 1–30) | Dependent names and eligibility data, beneficiary designations, HSA/FSA elections | Medical details beyond coverage elections (not required for plan selection) |
+| Accommodation intake (triggered by disclosure) | Minimum functional limitation description; no diagnosis required; interactive process notes | Detailed medical records; collect only if employee voluntarily provides and role-justifies |
+
+### Encryption and Security Controls
+
+- Government identity documents (SSN, CPF, passport): encrypted at rest (AES-256
+  minimum) and in transit (TLS 1.2+); access-controlled to HR personnel with
+  documented need; no transmission via unencrypted email.
+- Banking details: encrypted at rest; transmitted only via payroll system
+  integration or secure portal; never stored in HRIS free-text fields.
+- Background check results: stored in vendor system; only the pass/fail outcome
+  synced to HRIS unless role-specific law mandates the full record.
+- Medical and accommodation records: stored separately from the general personnel
+  file per ADA, GDPR Art. 9, and LGPD Art. 11 requirements; access restricted to
+  HR and the accommodation-decision chain.
+
+### Retention Schedule
+
+| Data class | Retention period | Deletion trigger |
+|---|---|---|
+| I-9 / work-authorisation documents (US) | 3 years from hire OR 1 year after termination, whichever is later | Automatic at schedule expiry; DOL audit readiness required throughout |
+| CTPS / eSocial records (BR) | Duration of employment + 5 years post-termination | LGPD Art. 15 legitimate interest ends at schedule expiry |
+| Government identity (non-I-9) | Duration of employment; delete within 30 days of termination | Employee data-erasure request under LGPD Art. 18 honoured within 15 days |
+| Banking / payroll elections | Duration of employment + applicable tax audit window (5 years BR; 7 years US) | Superseded elections deleted on update after current tax year closes |
+| Background check outcomes | Pass/fail: 1 year post-hire; full record per vendor contract unless law mandates longer | Vendor contract governs; DPA must reflect this schedule |
+| Medical / accommodation records | Duration of employment + 10 years (litigation hold default); jurisdiction-specific floor applies | HR lead approval required before deletion |
+
+Cross-reference: `core/compliance-lgpd` for LGPD lawful-basis selection, data
+subject rights workflows (access, rectification, deletion, portability), and
+RIPD/DPIA triggers. Cross-reference: `core/security-and-auth` for encryption
+standard selection and access-control implementation.
+
+## Pre-Boarding Discipline
+
+Pre-boarding is the interval from signed offer letter to Day One. Failures here
+arrive on Day One with the new hire.
+
+### Document Collection
+
+Collect only the minimum necessary for administrative setup — emergency contact,
+work-authorisation eligibility confirmation, and IT provisioning preferences.
+Government identity, banking details, and benefits data are NOT pre-boarding
+collections; they are Day-One compliance or benefits-window collections.
+
+### System Pre-Provisioning
+
+Submit access requests at minimum ten business days before start date. The
+provisioning manifest must enumerate each system, the role-level permission set,
+and the approver. Requests must not include elevated permissions not documented
+in the role definition; least-privilege is enforced at the provisioning stage,
+not reviewed post-hire.
+
+### Equipment Delivery
+
+Confirm equipment delivery or on-site readiness by Day −2. Test all credentials
+before the new hire is present. An employee who arrives to a non-functional
+laptop on Day One absorbs an onboarding quality signal before any HR
+representative speaks.
+
+### Multi-Jurisdiction Work-Authorisation Preparation
+
+| Jurisdiction | Instrument | Completion window |
+|---|---|---|
+| US | Form I-9 Section 1 (employee) before / on Day 1; Section 2 (employer) within 3 business days | Strict — non-completion triggers DOL liability |
+| US (federal contractors) | E-Verify case within 3 business days of hire | Required by FAR 22.1802 |
+| BR | CTPS registration and eSocial event S-2200 before or on Day 1 | CLT Art. 29; eSocial table 1.2 |
+| UK | Right-to-work check (original documents or Home Office online service) before Day 1 | Illegal Working Act 2006; BRP or share code check for non-EEA nationals |
+
+## Day-One and 30-60-90 Plans
+
+Day One sets the quality floor for all subsequent onboarding interactions.
+Rushing compliance steps, defaulting to slide presentations, or leaving the new
+hire to navigate access independently signals disorganisation at the moment of
+maximum impressionability.
+
+### Day-One Sequence
+
+1. Personal welcome from the hiring manager before any administrative activity.
+2. I-9 / CTPS / right-to-work verification — completed before end of Day One.
+3. Tax-withholding elections and direct-deposit authorisation — completed before
+   end of Day One.
+4. Policy acknowledgements (code of conduct, data-privacy notice, acceptable-use)
+   — completed before end of Day One.
+5. Access and credential verification — the new hire tests each required system
+   before IT departs; a non-functional system is a Day-One blocker, not a
+   post-onboarding ticket.
+6. Team introduction — informal, no work agenda; manager attends.
+7. Buddy introduction — separate from team introduction; buddy role is informal
+   Q&A and cultural navigation, not workflow training.
+8. Day-One close — HR check-in: first impressions, open questions, benefits
+   enrolment window confirmed and understood.
+
+### 30-60-90 Mutual-Success Criteria
+
+The 30-60-90 plan must be co-built by the manager and the new hire before Day
+Five; a plan delivered unilaterally by the manager is a performance document
+masquerading as an onboarding plan. Each phase has a mutual-success criterion
+agreed and written before the phase begins.
+
+| Phase | Focus | Manager obligation | New hire obligation | Mutual-success criterion |
+|---|---|---|---|---|
+| Days 1–30 | Learn | Weekly 1:1 (min 30 min); clear written expectations; stakeholder introductions | Complete all compliance and benefits enrolment; shadow role workflows; build team map | "Both parties can state what success looks like in the role and agree the statement is accurate" |
+| Days 31–60 | Contribute | Bi-weekly 1:1; first formal feedback given and received | Take ownership of one defined responsibility; identify one improvement opportunity | "New hire is contributing independently on at least one defined scope" |
+| Days 61–90 | Accelerate | Bi-weekly 1:1; 90-day formal review; development goals set | Deliver measurable result; propose one initiative from fresh-perspective position | "New hire and manager co-sign the 90-day review and agree on the 6-month development path" |
+
+HR check-ins are independent of manager 1:1s: end of week two, end of month one,
+mid-point of day sixty, and a formal 90-day HR close with retention-risk
+assessment and onboarding-experience survey.
+
+## Role, Mission, Team, Culture Induction
+
+Culture transmitted implicitly through behaviour is the only culture that
+survives past the first-year cohort; slide decks are not culture induction.
+
+### Role Expectations
+
+Role expectations must be written before the new hire's start date and shared
+no later than Day One. Expectations cover: scope of decisions the new hire
+makes independently; scope that requires manager approval; success metrics for
+the first 90 days; and who the new hire escalates to for what.
+
+### Team Norms
+
+Team norms must be made explicit, not discovered by infraction. The onboarding
+record must include: meeting cadence and expected preparation; communication
+channel conventions (async vs synchronous; response-time expectations by channel);
+how decisions are made and documented; how disagreement is raised.
+
+### Company Values and Decision-Making Norms
+
+Values stated in marketing materials are not the same as the values applied when
+decisions are costly. The onboarding conversation on values must include at least
+one concrete historical example where a company decision favoured the stated value
+at material cost; otherwise values induction is marketing, not culture.
+
+## System and Access Provisioning
+
+### Least-Privilege at Start
+
+Every access request is provisioned at the minimum permission level required
+for the new hire's Day-One responsibilities. Elevated permissions are not
+pre-provisioned on the expectation the new hire will need them later; they are
+provisioned just-in-time when the business need is documented.
+
+### Just-in-Time Elevation
+
+Elevated access follows a documented request → approval → grant → expiry cycle.
+The provisioning record must include: requestor, approver, business justification,
+permission level granted, and expiry date. Permanent elevation from the
+just-in-time level requires a formal access-review event.
+
+### Access Review Cadence
+
+Access rights are reviewed at Day 30 (confirm provisioned set matches actual
+role), Day 90 (audit for scope creep), and at role change. The review record
+is retained for audit purposes.
+
+### Offboarding-Ready Provisioning
+
+Every access grant is tagged to the employee record in the provisioning system.
+Offboarding triggers automatic deprovisioning of all grants; no manual checklist
+is the single source of truth. The onboarding provisioning manifest doubles as
+the offboarding deprovisioning manifest.
+
+## Benefits Enrolment
+
+Benefits enrolment windows are hard deadlines; missing the window in most
+jurisdictions means waiting until open enrolment — potentially twelve months
+without elected coverage.
+
+### Window Discipline
+
+The enrolment window (typically 30 days from start date) must be communicated
+in the Day-One orientation, confirmed in the end-of-week-one HR check-in, and
+visible as a countdown in any HRIS self-service portal the new hire uses. A new
+hire who misses the window because the window was communicated once is an HR
+process failure, not a new hire failure.
+
+### Default Elections Audit
+
+Where the HRIS assigns default elections (e.g., defaulting to the lowest plan
+tier if no election is made), the default must be disclosed explicitly before
+the window opens. The new hire must affirmatively acknowledge the default or
+make an alternative election; silent default is not an informed election.
+
+### Dependent Verification
+
+Dependent data is collected only during the benefits-enrolment phase and only
+for the dependents being enrolled. Dependent eligibility documentation (birth
+certificate, marriage certificate) is collected, verified, and retained per the
+retention schedule above; copies are not retained beyond the verification event
+without explicit legal basis.
+
+### Multi-Jurisdiction Benefit Coverage
+
+| Jurisdiction | Retirement | Medical | Parental leave |
+|---|---|---|---|
+| BR | INSS mandatory contribution; private PGBL/VGBL optional; eSocial S-1020 plan registration | Vale-Saúde / Plano de Saúde — CLT Art. 458 if contractually committed; ANVISA-registered plan required | CLT: 120 days statutory; Programa Empresa Cidadã extends to 180 days if enrolled |
+| US | 401(k) — IRS contribution limits; ERISA fiduciary duty; vesting schedule disclosure required | ACA compliance — minimum essential coverage, affordability threshold; COBRA notice within 14 days of qualifying event | FMLA: 12 weeks unpaid (50-employee threshold); state law may exceed |
+| UK | Auto-enrolment pension (NEST or qualifying scheme) — minimum contribution rates set by Pensions Act 2008 | NHS primary care; employer private medical supplement common; notify new hire of any employer contribution | Statutory Maternity/Paternity/Shared Parental Pay — eligibility and rate schedule disclosed at offer stage |
+
+## Compliance Training
+
+Compliance training completion is an audit event, not a welfare event. Each
+training completion must generate a dated, employee-attributed record stored
+in the HRIS against the employee record.
+
+### Required Training Matrix
+
+| Training | Target population | Completion window | Evidence record |
+|---|---|---|---|
+| Anti-harassment and discrimination | All employees | Day 30 | Completion certificate + date in HRIS |
+| Data privacy and information security | All employees | Day 30 | Completion certificate; note training version and applicable law |
+| Code of conduct acknowledgement | All employees | Day One | Signed acknowledgement in HRIS |
+| Safety training (OSHA US / NR BR / Health and Safety at Work UK) | All employees; role-specific modules for physical environments | Day 30 | Completion certificate; OSHA injury log entry for role-specific training |
+| Industry-specific compliance | Role-determined (HIPAA, PCI-DSS, SOC 2, CVM BR, FCA UK, etc.) | As defined by role profile, not later than Day 60 | Certification or vendor-issued completion record |
+| Manager training (new people managers only) | All new managers | Day 60 | HR-facilitated session record; not self-paced only |
+
+### Evidence Per Training Event
+
+Each training event record must capture: employee ID, training title, version
+or curriculum revision, completion date, pass/fail outcome, and the expiry date
+if the training has a recertification cycle. Records must be retrievable within
+two business days for audit.
+
+## Manager Check-In Cadence
+
+The manager relationship is the single highest-leverage variable in 90-day
+retention. The onboarding protocol does not treat manager check-ins as optional.
+
+### Cadence Structure
+
+- Week one: Daily informal check-in (5–10 min) — surface friction before it
+  compounds.
+- Weeks two through four: Weekly 1:1 (30 min minimum) — structured agenda:
+  what is going well, what is unclear, what blockers exist, one specific action
+  the manager will take before next 1:1.
+- Months two through three: Bi-weekly 1:1 (30 min minimum) — same agenda
+  structure; add feedback given and feedback requested.
+- Day 90: Formal review — co-signed written summary covering 30-60-90 outcomes,
+  development goals, and mutual-success retrospective.
+
+### Written Summary Requirement
+
+Every 1:1 that is part of the onboarding cadence must have a written summary.
+The summary is owned by the manager, shared with the new hire within 24 hours,
+and retained in the HRIS onboarding record. Verbal-only check-ins are not
+compliant with this cadence; if a commitment is not written, it did not happen
+for onboarding-record purposes.
+
+## Anti-patterns
+
+| Anti-pattern | Why it fails |
+|---|---|
+| Paperwork-only Day One | Signals the organisation treats compliance as the purpose of onboarding rather than the floor; new hire's first memory is forms |
+| Access provisioned after start date | New hire cannot do their job; first-week productivity is zero; onboarding quality signal is irreversible |
+| Generic 30-60-90 plan delivered unilaterally | New hire has no ownership stake in the plan; manager has no accountability to co-signed criteria |
+| Surface-only culture pitch (values without examples) | Values transmitted without costly historical examples are perceived as marketing; new hires calibrate to observed behaviour, not stated values |
+| No structured manager check-in cadence | New hire concerns surface at 90-day review or at resignation; neither point allows remediation |
+| Benefits window communicated once | Single communication is insufficient for a decision with 12-month consequence; results in uninsured employees and HR liability |
+| PII collected in bulk at intake regardless of phase | Over-collection relative to current phase is an LGPD / GDPR violation; minimum-necessary discipline applies per phase |
+| Verbal-only 1:1 summaries | Commitments without written record disappear; disputes at 90-day review have no audit trail |
+
+## Cross-References
+
+- `core/compliance-lgpd` — LGPD lawful-basis selection (Art. 7 / Art. 11),
+  data subject rights (Art. 18 access, rectification, deletion, portability),
+  RIPD/DPIA triggers for high-risk onboarding processing (biometric access,
+  health data, immigration data).
+- `domains/hr/skills/recruitment-specialist` — handoff protocol from offer
+  acceptance to onboarding; candidate-PII transfer between ATS and HRIS must
+  follow minimum-necessary and DPA disciplines established at recruitment stage.
+- `core/security-and-auth` — encryption standard selection (AES-256 at rest,
+  TLS 1.2+ in transit), access-control implementation for HRIS and provisioning
+  systems, just-in-time elevation audit trail requirements.
+
+## ADR Anchors
+
+- ADR-058 (Brainstorm gate + two-pass adversarial review): onboarding plan
+  artefacts that assert compliance claims (I-9 timelines, LGPD lawful bases,
+  benefits window deadlines) must pass a two-pass verification against the
+  governing statute before the claim is published to the new hire. A reviewers'
+  pass that accepts a compliance claim on implementer self-report without
+  independent statutory verification is non-compliant with ADR-058 §two-pass.