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
Get These Templates Instantly — Install TeamOps Free

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

Ready to use these templates?

Install TeamOps and all 7 templates are available instantly in your Jira instance. Free for teams up to 10 users.

Install TeamOps Free on Atlassian Marketplace

Or explore the documentation and FAQ first.

Frequently asked questions

What is in a Jira onboarding checklist?

A Jira onboarding checklist breaks a new hire's first weeks into tracked tasks: accounts and access, equipment, role-specific setup, training, and first-project ramp. TeamOps ships 7 templates (5 onboarding + 2 offboarding) with 140 pre-built tasks you assign as Jira issues.

How do I create an onboarding checklist in Jira?

Install a template and its tasks are created as Jira issues, assigned to the right people (IT, HR, the manager) and tracked to completion. No custom workflow or extra statuses required.

Are these Jira onboarding and offboarding templates free?

Yes. TeamOps is free for teams up to 10 users, including all 7 templates.

Which roles do the templates cover?

General, Engineering, Sales, HR, and Executive onboarding, plus general and engineering offboarding.