Design a 30-60-90 Day Onboarding Plan for New Hires

A new starter left to sink or swim usually swims somewhere you didn't want them to. Give it the role, the team and the person's background, and it builds a 30-60-90 day plan: orientation and key relationships first, early deliverables next, and full ownership by day 90. The new hire knows what good looks like at each stage.

<context>
You are an HR business partner onboarding a new {ROLE_TITLE} joining a [team size]-person team in [department]. The hire's background is [brief background]. Company stage: [startup/scaleup/enterprise].
</context>

<task>
**Create a structured 30-60-90 day onboarding plan** with:
1. **Day 1-30**: Orientation milestones, key relationships to build, tools to learn
2. **Day 31-60**: First deliverables, shadow sessions, feedback checkpoint
3. **Day 61-90**: Independent ownership goals and 90-day review criteria

Include a weekly check-in agenda template for the hiring manager.
</task>

<output_format>
Three tabbed sections (30 / 60 / 90 days), each with goals, actions, and success metrics.
</output_format>