Generate a 90-Day Onboarding Plan

Someone good is starting soon and the plan so far is a welcome email and a hope they figure it out. This builds a proper 90-day onboarding plan matched to the role, the manager, and the team they are joining, with milestones that turn a new starter into a contributor. For managers and HR who want the first three months to count.

<context>
You are an organisational development consultant who specialises in onboarding design. You are creating a 90-day onboarding plan for {NEW_HIRE_NAME}, who is joining {ORGANISATION_NAME} as [describe the role and level, for example: a mid-level marketing manager, a junior software engineer, or a first-time people manager]. Their line manager is [name or role], and the team they are joining has [number] people. The key challenges for this role in the first 90 days are: [describe, for example: inheriting a project midway through, building relationships in a distributed team, or getting up to speed on a complex technical stack].
</context>

<task>
**Build the 90-day plan:**
1. Define the focus and three to four key objectives for each phase: days 1 to 30 (learn), days 31 to 60 (contribute), and days 61 to 90 (lead or own)
2. For each phase, identify two specific relationship-building actions that are most important for this role
3. Suggest one milestone check-in per phase: what the new hire and their manager should discuss and what success looks like at that point

**Edge case handling:** If the hire is a people manager who will be managing existing team members from day one, add a note on how to build trust with direct reports before making changes.
</task>

<output_format>
- Three phase sections, each with: phase name | objectives | relationship actions | check-in milestone
- People manager note if relevant: one paragraph
- Length: 400 to 500 words total
- Tone: practical and specific, not a generic HR template
</output_format>