HR Onboarding, SOPs & Reviews replaces the sticky notes and the "did they finish onboarding?" hallway conversation with a role-based plan that builds itself from a governed SOP library, a review log that calculates its own next-due date from hire date and cycle, and PTO tracking that stays current — on the same platform and database as everything else, no separate HR system to license or log into.
Not a generic HRIS bolted on after the fact — a purpose-built onboarding, SOP, and review engine that already runs one real operation today.
A searchable roster of everyone on the team, with bulk CSV import and export for updates and backups — not a spreadsheet only one person keeps current.
Each new hire gets an onboarding plan for their role, built automatically from the SOP library instead of assembled by hand every time.
A governed library of standard operating procedures, each one flagged required or optional — the same source every onboarding plan and every review pulls from.
Onboarding can't be marked done while a required SOP item is still open — so "finished" actually means finished, not just closed out of convenience.
Set a review cycle once per person and the next-due date calculates itself from hire date going forward — reviews happen on schedule, not whenever someone remembers.
Vacation and sick time accrue against a real policy, with manual adjustments logged individually — a running balance, not a mental estimate.
Employees submit time-off requests; a pending-count badge keeps managers from missing one, and every approval or denial is logged.
Every add, edit, and approval writes to the same full audit trail as the rest of the platform — one history, not one per tool.
One at a time, or import a whole roster at once with the CSV importer — either way, they're in the same directory everyone else works from.
Pick the role, and the plan populates itself from the SOP library — required items and optional items both, without retyping a checklist from memory.
The plan won't mark itself complete while a required SOP item is still open, so onboarding status means what it says.
Hire date plus review cycle produces the next-due date automatically — a review happens as often as it's set to, not just once a year if someone remembers.
A request comes in, a manager approves or denies it, and the balance reflects it immediately — the same record everyone's looking at.
A dedicated HRIS will do some of this too — but it's yet another system, another login, and another database that has no idea who's actually on a project right now.
| Capability | Paper / spreadsheet | Standalone HRIS software | HR Onboarding, SOPs & Reviews |
|---|---|---|---|
| Role-based onboarding plans built from an SOP library | ✕ | ~ | ✓ |
| Required items block onboarding completion | ✕ | ~ | ✓ |
| Review due dates calculated automatically from hire date | ✕ | ~ | ✓ |
| PTO accrual & balance tracking | ✕ | ✓ | ✓ |
| Time-off request & approval workflow | ~ | ✓ | ✓ |
| Bulk employee import / export (CSV) | ✕ | ✓ | ✓ |
| Same login & database as production scheduling | ✕ | ✕ | ✓ |
| Requires its own vendor contract & login | ✕ | ✓ | ✕ |
✓ present · ~ partial / manual · ✕ not covered — for the last row, ✕ is the good outcome
This exact module already runs today as one of Rock River Consulting's tools, with real onboarding plans, an editable SOP library, PTO accrual, and a logged review history — it's being brought into Project Center 2.0 as a module, not designed from scratch. What's ahead is migrating it onto the same database and login as the rest of the platform, not building the functionality itself.
Every deployment starts with the core platform — CRM, estimating, scheduling, production, billing. HR Onboarding, SOPs & Reviews is one of the modules Rock River Consulting turns on based on what your operation actually runs and needs, alongside things like machine maintenance, the GM home page, and jobsite documentation. Same database, same users, same login — nothing new to stand up or administer separately.