Templates for HR & Team Leads.

A curated set of 35 spreadsheets for the people who run people. Map your team's capability on a skills matrix, find what's missing with a gap analysis, and settle who owns what with a RACI matrix — your team's capability and risk on one grid, not buried in someone's head.

See your team's capability and risk on one grid

Most teams carry their capability in their heads — who can cover what, who's the only one who knows the process, where the next gap will open when someone leaves. A skills matrix puts that on a single grid you can actually act on: spot key-person risk, plan training, and make the case for a hire with evidence instead of a hunch. For task-by-task coverage on a line or shift, an ILUO matrix records who is signed off to run each task alone — and flags the ones only one person can.

Onboarding rarely fails on process. It fails on lead time — the laptop that took ten business days nobody counted backward from. The New-Hire Welcome Packet & First-Week Printables Pack is the paper half of somebody’s first week: the packet you hand over, and the back-dated countdown you work first, ending in a day-five slip that asks the new hire what was not ready. The free first-day agenda and who-to-ask pair is two of its nineteen sheets, and what an onboarding buddy is covers the role every packet names and almost none briefs.

Not sure which of the twelve people-ops jobs to start with? The free people-ops readiness scorecard asks twelve questions, weights each gap by what it costs a small team, and names the one workbook to open next. If the answer is “most of them”, the HR Manager Toolkit Bundle is all twelve in the order to use them, with a rollout and a cadence calendar to keep them running.

Pair it with a gap analysis to see the distance between where the team is and where it needs to be, and a RACI matrix to make responsibilities unambiguous across a project or a reorg. To map the seats you can't afford to lose, a succession plan scores each critical role's bus factor and flags your single points of failure. When people do leave, an exit-interview & turnover-analytics workbook turns each departure into a trend — your turnover rate by team and manager, the regrettable split, the reasons people go, and the cost of turnover; capture one exit free with the exit-interview form, or see how it compares to HR analytics software.

When someone asks for a change to how they work, the interactive process is the dated back-and-forth that follows — and the ADA sets no response clock on a private employer, so the target is one you set yourself. The accommodations request & records workbook runs it across every open request: how long each has sat without a documented contact, and where the same kind of ask got opposite answers from two managers. It records the process and the decision, never a diagnosis. Try it on one request with the free single-request log, or see how an owned file compares to HR case-management software.

Growing the other way needs its own arithmetic. A headcount plan is the roles you mean to hire, each with a start date and a cost you can defend — and the hard part is the cost, because some employer taxes stop at a wage base while health cover costs the same at any salary, so the real multiplier differs for every hire. The headcount & hiring-plan budget workbook computes it per hire and phases the spend month by month; sketch a single quarter free with the quarterly headcount planner, or see how an owned workbook compares to workforce-planning software.

Then there is the hardest version of someone leaving: a reduction in force, where the role goes rather than the person failing. A Reduction in Force (RIF) Layoff Workbook makes you write the criteria before you read the names, and ranks every comparator pool against a target set in advance. It then shows you who the selection lands on by department, site and length of service, and keeps the file index that records how and why. Sketch one pool free with the single-factor selection starter, or see how the workbook compares to an HR consulting engagement. Nothing here is legal advice, and neither the starter nor the workbook replaces a qualified employment lawyer — take the completed selection file to one before you notify anyone.

When it comes to pay, set salary bands and check compa-ratio and pay equity in a workbook you own, instead of a per-seat compensation platform. And to keep the day-to-day covered, a PTO & absence tracker logs who's off and flags when a shift runs short — see what PTO accrual means, or how a tracker compares to HR leave software.

When it's time to hire, interview on evidence rather than a gut feeling: a structured interview asks every candidate the same questions and scores them like-for-like, and an interview scorecard & question bank ranks your slate and recommends a hire — see how it compares to ATS software. Once you've made the hire, give them a strong start: a 30-60-90 plan maps a new starter's first three months into goals, owners, and check-ins — the onboarding end of the funnel that begins with a job applicant tracker.

A plan is only half of a start, though. The other half is the accounts and the laptop — and the same list run backwards on the day somebody leaves. That is the joiner-mover-leaver process, and the leg a plain checklist tends to lose is the middle one: a role change needs the new access granted and the old access removed, with nobody chasing the second half. An onboarding & offboarding equipment & access tracker works the whole roster at once, ranks what is still open by how sensitive it is and how long it has been open, and flags the systems where switching an account off strands what that person owned. See how it compares to IT onboarding software, or start free with the single-person checklist.

And to point the whole team at the same quarter, set OKRs — objectives and key results scored each cycle — in an OKR & Goal-Setting Workbook that rolls every team up to one company view, instead of a per-seat goal-tracking app. Then keep the thread with each person in a one-on-one: a 1:1 Meeting & Goal-Tracking Workbook logs every meeting, carries action items forward, and tracks whether goals are on pace — instead of a per-seat performance-management platform. And when review season lands, the Performance-Review Phrasing & Feedback Wording Bank supplies the wording the review form actually asks for — 189 phrases by competency and rating level, each with the evidence it requires — while the calibration workbook decides the rating. See behavior-based feedback and calibration, or the narrower templates for managers hub for line managers without an HR function. And when a conversation has to become paperwork, the HR Letters & Employment-Document Template Pack carries the 24 documents an employment relationship produces — with a router that names which document the situation calls for and what has to already be on file, and a filing line on every one saying which of the two employee files it belongs in. Start free with the coaching note & verbal-warning record, or read what to document when an employee underperforms.

Earlier than any of that sits the document everyone puts off. An employee handbook is where a business records the calls it has already made, so they are not re-decided case by case, and the Employee Handbook Starter Kit computes which federal employment-law thresholds your headcount has crossed, classifies each of sixteen handbook sections against them, and screens your own drafted wording against the phrasings that can create an implied contract or undercut an at-will statement — down to the at-will acknowledgment at the back. Federal floors only: where the answer is local it names what varies and hands you the question. One file you own, bought once, with no account and no subscription. Nothing here is legal advice, and the kit is not a substitute for counsel reviewing the handbook you issue. Settle the twelve decisions it starts from first — free, no signup — in the Handbook Decision Worksheet, read what goes in a first employee handbook, or see how an owned kit compares to an HR platform.