New hires arrive with their access already moving.
HR knows who is starting, and when, long before IT does. Give them a scoped role that schedules a hire’s onboarding against their start date and tracks it to done, without handing over the rest of the org.
- Beverly CrusherMedical, starts in 3 daysscheduled
- Geordi La ForgeEngineering, started today3 of 6 done
- Miles O’BrienOperations, last day Fridayoffboarding
The people who know a start date are almost never the people holding the admin account. So access work waits on a hand-off: a spreadsheet, a ticket, a Slack message the week before someone arrives.
The HR Manager role closes that gap. HR schedules the hire with their start date, and Driply fires the onboarding checklist on the day, routed to the tool owners who action it. HR watches it land without ever gaining admin rights over the rest of the workspace.
Schedule the hire, not the hand-off
Add the person, their department, and their start date. Driply holds them as a scheduled hire and runs the matching onboarding checklist automatically on the day, so nobody has to remember to kick it off. Change of plan? The details stay editable after the run has started.
A dashboard for the weeks ahead
Scheduled and in-progress onboardings, scheduled and in-progress offboardings, what needs attention, and what is coming up. The lifecycle HR actually owns, on one page, without reading the whole access register to find it.
Scoped, by design
A non-admin HR manager gets a two-item shell: their dashboard and their hires. They can never make someone an admin, never grant themselves the role, and never see the rest of the org’s access. Additive, like every role in Driply, never a downgrade for an admin who also runs HR.
The lifecycle, with dates that mean something
Onboarding runs against a lead time so the work starts before the person does, and offboarding carries a completion window, the deadline your ISMS commits to for removing a leaver’s access. Both are set once in Settings and derive the dates on every hire, with an admin override when a particular case needs one. When a window is about to be missed, the people who can act are reminded.
A scheduled hire counts toward your seat cap from the moment it is scheduled, so capacity reflects the team you are about to have, not the one you had last month, and a start date never quietly fails because a plan was full. As everywhere in Driply, HR access documents and proves the work: the checklist routes to owners, each provision is attested, and every step lands in the append-only log. Driply never writes to your tools.
The result, Access that is already moving when the new hire walks in.
Questions, answered.
- What can an HR manager see in Driply?
- Their own dashboard and the hires they manage: who is scheduled, what is in progress, and what needs attention. A non-admin HR manager does not get the access register, the tool catalog, or settings, and cannot grant admin or HR rights to anyone, including themselves.
- Does onboarding start automatically on the start date?
- Yes. HR schedules the hire with a start date, and Driply runs the matching onboarding checklist on the day, ahead of it by your configured lead time, routed to each tool’s owner. Nobody has to remember to trigger it.
- Which plan includes the HR Manager role?
- Business and up. Onboarding checklists themselves are available from Pro; the HR Manager role adds the scoped person who schedules and tracks them.