My Onboarding Management Pack SSC
Before You Shine
Pre-Start Touch Points
Contents
Introduction
Pre-arrival Check List For
Managers
Introduction
The first impressions a new starter has of Signet will set the tone for their entire journey with us. As a manager, your preparation before their first day makes all the difference. From ensuring IT access runs smoothly, to welcoming them with the right information and support network, your actions help them feel valued and confident from the start. This stage is about creating a smooth transition and building excitement, so your new team member can shine from day one.
Pre-arrival Check List For Managers
Before your new starter arrives consider the following:
Check-list for Pre-Onboarding
IT equipment ordered & set up (laptop, phone, logins, software access). Quest Request for New Starter
Workspace ready (if office-based).
Key systems access requested (email groups, People Team system).
Getting Systems Access for Your New Starter
Communication Prep
Reach out to Recruitment with any questions (recruitmentuk@signetjewelers.com).
Send welcome message to the new starter.
Share start date and role details with the team.
Provide key contact information (manager, buddy, People Team, IT support).
Buddy Selection
Choose a buddy from the team.
Provide guidance on buddy responsibilities (support, answering questions, encouraging integration).
First Day Preparation
Create a structured plan for the first day. (see suggested Day 1 agenda in Section 02)
Block out time in your diary to greet and settle in the new starter.
Prepare a team introduction activity. (see optional getting to know you, Signet values and culture activities in Section 02)
First Sparkle
02
Days 1 & 2
Contents
Day 1 & 2
Introduction for Section 2
Day 1 and 2 Check Lists For Managers
Suggested Welcome Meeting Agenda
Getting to Know You (Optional Activity)
Introduction to Signet’s values & culture (Optional Activity)
“What I Hope To Achieve” (Optional Activity)
Section 2: First Sparkle (Days 1–2)
The First Sparkle stage is designed to give new team members a warm, structured start. These first two days focus on welcoming team members, introducing them to Signet’s culture, and helping them begin to understand their role.
Key activities include:
• Completing the Day 1 & 2 Checklist and Welcome Meeting
• Getting to Know You and Signet values & culture activities.
• Reviewing health & safety information and reflecting on “What I Hope To Achieve”.
• Diving into their job role, understanding their place in the bigger picture, and meeting their manager to clarify expectations.
• Starting a Daily Reflection Journal and completing the “Welcome to Signet” eLearning once IT access is ready.
This stage aims to spark excitement and confidence, giving new starters the foundation to engage fully from day one.
1
Welcome Meeting Agenda for Day 1
Here is an example of a day 1 agenda. Activities and timings may differ, dependant on the requirements of your role and your department.
Activity
Welcome by Manager/Buddy
Introduction to Signet Brands & Services
Department Overview: How we work together
Meet Key Team Members
Introduction to Your Role - Expectations
Q&A Session: “What I Need to Know”
Getting to Know You Activity
Workspace Tour
Lunch
Signet Values & Culture Activity
Benefits at Signet
Health and Safety Checklist
Exploring ESS
Reflection Activity: “What I Hope to Achieve”
Getting To Know You (Optional Activity)
Icebreaker: “3 Things About Me”
Write three things about yourself:
One must be work-related (e.g., “I’ve worked in X industry for 5 years”)
One fun fact (e.g., “I once met a celebrity”)
One surprise or mystery fact – give clues for this one!
Then, share your facts with your buddy or team - they have to guess the “surprise” fact from your clues.
Work-Related Fact
Fun Fact
Surprise/Mystery Fact
Signets Values & Culture (Optional Activity)
Signet’s Core Values:
People First – We care for each other.
Own It – We take responsibility and act with integrity.
Lead Bravely – We embrace change and innovate.
Inspire Love – We deliver with passion and pride.
Customers - We provide truly memorable customer experiences, striving to always exceed expectations
Activity:
Reflect on the values and consider the following:
Which value resonates most with you and why?
Share an example (from a previous job or experience) where you lived one of these values.
How can you demonstrate one of these values in your new role?
“What
I Hope To Achieve” (Optional Activity)
Write your thoughts below.
In my first week, I want to… (e.g., Learn who’s who in my team, understand my daily tasks)
In my first month, I want to… (e.g., Feel confident using key systems, contribute to my team’s goals)
Questions I have about my role:
Skills I’m excited to use or develop:
Confidence Cut
03
Days 3 - 5
Contents
Day 3 – 5
Introduction to Section 3
Week 1 Check List for Managers
Compliance and Onboarding eLearning
Checklist
Confidence Building (Optional Activities)
Facilities Tours – Warehouse
One to one meetings with Key Team Members
First Week Check in with Manager/Buddy
Section 3: Confidence Cut (Days 3–5)
The Confidence Cut phase is designed to help new starters move beyond initial introductions and begin to feel comfortable and capable in their role. By the end of this stage, team members should have a stronger sense of how the business operates, who they can turn to for support, and what is expected of them in their first weeks.
During Days 3–5, managers play a vital role in:
• Ensuring completion of the Compliance and Onboarding eLearning Checklist.
• Supporting confidence-building activities that reinforce skills and encourage engagement.
• Arranging facilities tours (including the warehouse) so team members understand key processes and spaces.
• Scheduling check-in meetings with key team members to build networks and establish collaboration early.
• Holding the First Week Check-in with the manager or buddy to reflect on progress, answer questions, and confirm next steps.
This stage is about giving new team members the confidence to navigate their role, connect with colleagues, and start contributing with growing independence.
Week 1 Check List For Managers
Activity
Compliance & Onboarding eLearning
Confirm team member has access to the eLearning platform
Review progress on the Compliance and Onboarding eLearning Checklist for Week 1
Address any questions or knowledge gaps
Confidence Building
Assign Confidence Building Activity
Provide feedback and recognition to reinforce learning
Encourage questions and open dialogue
Facilities Tours - Warehouse
Schedule and organise warehouse/facilities tour
Introduce key contacts in operational areas
Explain health, safety, and access protocols
Check-In Meetings with Key Team Members
Arrange introductions and short meetings with team members/stakeholders
Encourage team member to note down contacts and role insights
Collect feedback from team members on the new starter’s engagement
First Weeks Check-in with Manager/Buddy
Schedule first week check-in
Review team member’s experience of onboarding so far
Clarify any concerns, challenges, or support needed
Completed
Agree on focus for the next week
Compliance eLearning Check-List Week 1 & 2
eLearning Compliance Modules
Welcome to Signet
The Wavelength & The Vibe
Code of Conduct Essentials
GDPR Compliance
An Introduction to Equality, Diversity & Inclusion
Health and Safety at Work Act
Employee Responsibilities
Fire Safety Legislation & Your responsibilities
Understanding Cybersecurity
To be completed by:
End of Day 2
End of Day 2
End of week 1
End of week 1
End of week 1
End of week 1
End of week 1
End of week 2
End of week 2
Date Completed:
Compliance Windows
The Compliance Window system at Signet is designed to deliver structured, in-depth training on key compliance topics at strategic points throughout the year. Rather than concentrating all learning at onboarding, the approach ensures that employees receive ongoing, focused training when it is most relevant.
When individuals first join the business, they are provided with an introductory overview of core compliance principles. This initial training establishes a baseline understanding of expectations, policies, and regulatory requirements.
However, more detailed and topic-specific training is delivered through scheduled “compliance windows” during the year. Each window focuses on particular areas of compliance, allowing employees to build deeper knowledge over time. This phased approach helps reinforce learning, keeps compliance front of mind, and ensures that training remains timely and effective.
Overall, the system supports continuous development, promotes better retention of information, and helps ensure that all employees remain up to
Confidence Building (Optional Activities)
We know starting a new role can feel overwhelming. These activities are designed to help you build confidence in your environment and your new role.
Activity 1: “Job Role Treasure Hunt”
Use the Onboarding resources you have received so far to find answers to the following:
1. Where do we log IT system issues?
2. Who approves annual leave?
3. What are 3 main systems or tools you’ll be using?
Use this activity to ask questions, meet team members, and become familiar with daily tools and processes.
Activity 2: “Knowledge Snapshot”
End each day by answering:
1. What’s one thing I learned today?
2. What’s something I feel more confident about?
3. What’s a question I still have?
Facilities Tour Warehouse (If Applicable)
The warehouse visit is a chance to understand Signet’s wider operations and how our logistics connect to our customer promise.
Expectations of the Warehouse Tour:
Guided tour with a warehouse team member
Overview of product flow: inbound stock, storage, picking, dispatch
Introduction to warehouse technology and safety processes
You are required to remove all of your personal jewellery before entering the warehouse as part of strict security protocols
This tour will help your new starter understand the full journey from product to customer—and how their role contributes to it.
Tour(s) has been organised with:
Contact
Date & Time
One-to-One Meetings with Key Team Members
Over Days 3–5, organise meetings with key people across your team and function. Consider teams such as People Team, Finance, Legal, L&D etc.
Meeting goals:
Understand each person’s role and how you’ll work together
Ask about priorities, expectations, and how success is measured
Build rapport and communication lines early
Contact Name Role
Purpose
First Week Check-In with Manager/Buddy
Employee Name Role
Start Date
Manager
Check In Date
Buddy
Welcome & General Experience
How has your first week been overall?
What has gone well so far?
Is there anything that has surprised you?
Onboarding & Support
Have you had access to everything you need (IT systems, desk/equipment, logins, etc.)?
Have you been introduced to key team members and stakeholders?
Have you competed the mandatory compliance learning on Inspire Academy?
Do you have a clearer understanding of your role and expectations?
Is there anything that’s still unclear or that you'd like more information about?
Role Understanding
Have you had regular contact with your buddy?
Buddy Support
Has your buddy been helpful and supportive?
Questions & Concerns
Do you have any questions or concerns at this stage?
Is there anything that would help improve your experience?
Actions / Next Steps
Signed Off By
Employee Signature
Manager/Buddy Signature
Building Brilliance
04
Weeks 2 – 4
Weeks 2 - 4
● Introduction to Section 4
● Week 2 Check List for Managers
● Goals for weeks 2 to 4
● Key People to Meet and Why
● Observation Notes From Store Visits Tracker
● 2 – 4 Week Check In with Manager/Buddy Template
Section 4: Building Brilliance (Weeks 2–4)
The Building Brilliance stage focuses on embedding knowledge, building stronger connections, and encouraging new starters to apply what they have learned in real workplace settings. This phase is about moving beyond orientation into deeper learning, meaningful engagement, and the development of early confidence in role delivery. Managers should support team members by:
• Guiding them through the Onboarding Learning Path in Inspire Academy.
• Setting and reviewing goals for Weeks 2–4 to build momentum and direction.
• Ensuring they connect with key people across the business, understanding their roles and the value of these relationships.
• Coordinating store visits and capturing learning through observation notes.
• Holding structured check-ins at Week 2 and Week 4 to reflect on progress, celebrate successes, and address any barriers.
This stage is where team members start to shine by gaining clarity, building networks, and applying their learning in practical, business-relevant ways.
Week 2 Check List For Managers
Activity Completed
Onboarding eLearning
Review progress on the Compliance and Onboarding eLearning Checklist.
Provide support for any challenging modules
Goals for Weeks 2 - 4
Set clear, achievable goals with the team member
Review progress against goals at regular intervals
Adjust or add goals as needed
Key People To Meet
Share list of key contacts and explain why they are important
Arrange introductions and encourage networking
Gather feedback on how the team member engages with key stakeholders
Store Visits
Ensure Team Member organises store visits
Ensure team member completes Observation Notes after each visit
Review and discuss notes to connect learning with real practice
2 – 4 Week Check-in with Manager/Buddy
Hold Week 2 check-in using the provided template
Capture progress, challenges, and actions in line with development goals
Goals for Weeks 2-4
Here are the types of goals you may want your new starter to set — grouped into categories, with examples.
1.1 Learning Goals
To deepen understanding of systems, processes, and products.
Shadow 2–3 colleagues in different departments and write up key learnings
Understand how reporting works and run a basic report by Week 4
Learn how [internal systems] support business operations
Complete 100% of assigned e-learning modules
1.2 Relationship Goals
To build a strong internal network and feel part of the team.
Have an informal coffee chat with at least 3 team members outside of your immediate team
Meet with your buddy weekly and check understanding of internal tools
Introduce yourself to key contacts in [X departments] and ask about how they support your function
1.3 Performance Goals
To start owning tasks and contributing meaningfully.
Take on and complete a small project or task independently
Observe store/department performance and report 3 observations or ideas
Begin contributing to team meetings with updates or questions
1.4 Cultural/Behavioural Goals
To embed values and behaviours aligned with company culture.
Demonstrate company values in your work – reflect with your manager how you’ve done this
Give feedback or praise to a colleague via the recognised channel
Share a reflection in your first team meeting about what you've learned so far
Use this space to note meeting takeaways:
Goals for Weeks 2-4 – A Template
Learning
Relationships
Performance
Cultural/Behaviour
Key People to Meet and Why
Over the next 2 to 4 weeks there will be key people that your new starter should meet. Discuss this plan with your team member and arrange any necessary introductions.
Name Role
Why Meet Them?
Date & Time & Place
Observation Notes From Store Visits – A Tracker
Date Store Visited Key People Met
Observations & Insights Follow-Up Actions
Employee Name Role Start
Manager Buddy
What highlight moments would you like to share?
What challenges have you overcome?
What have you learned about the business?
What goals will you focus on for the next 30 days?
What support do you need?
Other
Signed Off By
Employee Signature
Manager/Buddy Signature
Polished to Perfection
05
Month 1 Check In
Contents
End of Month 1
Introduction to Section 5
Month 1 Check List for Managers
End of Month 1 Self Assessment Worksheet
Managers Check In and Feedback
Celebrating 30-day achievement Template
Section 5: Polished to Perfection (End of Month 1)
The Polished to Perfection stage marks the completion of the first month in role, a key milestone in the onboarding journey. By this point, new starters should have built foundational confidence, developed early skills, and begun contributing meaningfully within their team.
This phase focuses on reflection, feedback, and celebration. Managers play an important role in reviewing progress, identifying areas for continued development, and recognising the achievements of the first 30 days. Taking time to celebrate success helps to reinforce confidence and maintain motivation for the months ahead.
During this stage, managers should:
• Support completion of the Self-Assessment Worksheet, encouraging honest reflection on confidence in role and learning progress.
• Facilitate a Manager Check-in and Feedback session, offering constructive guidance and recognition.
• Mark the milestone by celebrating 30-day achievements, reinforcing the team member’s value to the team and organisation.
Month 1 Check List For Managers
Activity Completed
Self-Assessment Worksheet
Provide team member with the self-assessment worksheet
Provide Encourage open, honest reflection on confidence and progress for any challenging modules
Review responses ahead of the check-in meeting
Manager Check-in & Feedback
Schedule end-of-month check-in
Share feedback on performance, strengths, and areas for growth
Agree on development focus for Month 2 onwards
Celebrating 30-Day Achievement
Acknowledge and celebrate key successes from the first month and record in the Celebrate 30-day Wins Activity
Recognise contributions publicly where appropriate
Reinforce team member’s value to the team and company
End of Month 1 Self Assessment Worksheet
Employee Name Role
Start Date Check In Date
Manager Buddy
Part 1. Confidence in Role
Rate how confident you feel in the following areas of your role. Use the scale: 1 = Not at all confident | 3 = Somewhat confident | 5 = Very confident
Area Rating (1 – 5)
Understanding of my core responsibilities
Managing my daily tasks and workload
Using job-specific systems or tools
Knowing who to go to for support
Communicating with my team
Comments / Examples
Part 2. Learning and Development Progress
“I have completed all required onboarding learning” ☐ Yes No In progress ☐☐
If no/in progress, please explain:
What learning or development activities have had the most impact so far?
What areas would I like to develop further in the next month?
Is there any learning content I feel is missing or unclear?
Part 3. Team & Culture
Rate your experience of integrating with your team and Signet’s culture so far.
Area Rating (1 – 5)
I feel welcomed and included in my team
I understand and align with Signet’s values
I feel comfortable asking for help
I’ve had opportunities to build relationships
Part 4. Looking Ahead
One thing I’m proud of achieving so far:
Comments
/ Examples
One goal I have for the next month:
One thing that would help me succeed further:
Managers
Employee Name Role
Start Date Check In Date
Manager Buddy
What highlight moments would you like to share?
What challenges have you overcome?
What have you learned about the business?
What goals will you focus on for the next 30 days?
What support do you need?
Feedback
Signed Off By
Employee Signature
Manager/Buddy Signature
Take 20–30 minutes to reflect on your first month using the prompts below. Be honest and celebrate the small stuff as much as the big achievements.
Part 1: My Proud Moments (Win)
Win Why It
Matters Who Helped/Supported
Built confidence using Retail Assist I can now log my own IT issues My buddy talked me through it
Part 2:
What
I’ve Learned So Far (add more)
The business structure
My department’s purpose
Key systems I need (e.g. Teams, IA, the Hub.)
Our brand values
How we support stores
Who to go to for...
How my work contributes to the customer experience
Part 3: What’s Felt Challenging
Think about any moments you’ve felt unsure, overwhelmed, or stuck. What did you do about it?
Part 4: My Personal Highlights
What has been:
Your favourite moment so far
A person who’s made you feel welcome
Something unexpected you’ve enjoyed
Part 5: Focus for the Next 30 Days
e.g. Built confidence using Retail Assist I can now log my own IT issues My buddy talked me through it
Part 6: If you could give yourself one piece of advice for the next month, what would it be?
Setting Deeper Roots
06
Month 2 Check In
Contents
End of Month 2
● Introduction to Section 6
● Month 2 Check List For Managers
● End of Month 2 Progress Reflection Worksheet
● Managers Check-in and Feedback
Section 6: Setting Deeper Roots (End of Month 2)
The Setting Deeper Roots stage is about consolidating progress, deepening confidence, and looking ahead to longer-term development. At the two-month point, new starters should feel more embedded within their role and the wider team, with a stronger understanding of how their contribution supports the business.
This phase is designed to encourage reflection, open conversations about career aspirations, and alignment on continued learning and development. Managers play an essential role in supporting team members to build on their first two months, while also helping them see the bigger picture of their future growth at Signet.
During this stage, managers should:
• Guide the team member through the Progress Reflection Worksheet to review achievements and areas for growth.
• Hold a Career Path Conversation, using prompts to explore aspirations and opportunities.
• Recommend relevant Learning & Development modules to support future skills.
• Conduct a structured Manager Check-in and Feedback session to reinforce progress and agree next steps.
Month 2 Check List For Managers
Activity Completed
Progress Reflection Worksheet
Provide and review the team member’s completed reflection worksheet
Discuss key achievements, challenges, and lessons learned
Identify areas requiring additional support
Career Path Conversation
Use conversation prompts to explore career goals and aspirations
Share potential opportunities within Signet
Agree on next steps or actions linked to career development
L&D Module Recommendation
Suggest relevant learning modules aligned to team member’s goals and role
Encourage completion and discuss application of learning
Track progress through Inspire Academy (if applicable)
Manager Check-in & Feedback
Hold end-of-month 2 check-in discussion
Provide balanced feedback (strengths and growth areas)
Agree on focus areas for the coming month
End of Month 2 Progress Reflection Worksheet
Employee Name Role
Start Date
Check In Date
Manager Buddy
Part 1. Confidence in Role
Rate how confident you feel in the following areas of your role. Use the scale: 1 = Not at all confident | 3 = Somewhat confident | 5 = Very confident
Area Rating (1 – 5)
Understanding of my role & responsibilities
Confidence in using key tools and systems
Knowledge of company policies & processes
Relationship building with colleagues
Contribution to team goals
Time management & organisation
Part 2. Looking Back on Month 2
Comments / Examples
What were my biggest achievements this month?
What challenges did I face, and how did I handle them?
What aspects of the role excite me most right now? Which skills do I want to develop further?
Do I feel I have the right support from my manager/team? (Yes/No/Somewhat)
What additional support, training, or resources would help me?
What one habit or action can I take next month to strengthen my performance?
Managers
Employee Name Role
Start Date Check In Date
Manager Buddy
What highlight moments would you like to share?
What challenges have you overcome?
What have you learned about the business?
What goals will you focus on for the next 30 days?
What support do you need?
Feedback
Signed Off By
Employee Signature
Manager/Buddy Signature
Ready To Sparkle
End of Month 3
Contents
End of Month 3
●Introduction to Section 7
●Month 3 Check List For Managers
●90-day review form
●Onboarding Feedback Form
●“What’s next in your Signet journey?” resources
Section 7: Ready to Sparkle (End of Month 3)
The Ready to Sparkle stage marks the completion of the first 90 days – a significant milestone in the onboarding journey. By this point, team members should be confident in their role, connected with their team, and ready to fully contribute to business objectives.
This phase focuses on reflection, forward planning, and continued development. Managers should help team members consolidate their achievements, set clear goals for the coming months, and explore opportunities for growth within Signet. Gathering feedback on the onboarding experience also ensures the process continues to improve for future starters.
During this stage, managers should:
• Facilitate completion of the 90-Day Review Form to reflect on progress, achievements, and areas for growth.
• Support goal-setting for the next three months, aligning personal development with business priorities.
• Collect and discuss feedback on the onboarding experience to understand what worked well and where improvements can be made.
• Introduce “What’s Next in Your Signet Journey?” resources to provide guidance for continued learning, development, and career progression.
Month 3 Check List For Managers
Activity Completed
90-Day Review Form
Provide team member with the 90-day review form
Discuss progress, achievements, and areas for improvement
Capture notes for reference in ongoing development
Goal-Setting for Next 3 Months
Set clear, measurable goals aligned with role and business objectives
Ensure goals are challenging yet achievable
Agree on support and resources needed to achieve them
Feedback on Onboarding Experience
Invite feedback on what worked well and any gaps
Discuss insights openly to identify improvements
Document feedback for continuous improvement of the onboarding process
“What’s Next in Your Signet Journey?” Resources
Share resources for learning, development, and career growth
Encourage team member to explore opportunities within the business
Plan follow-up conversations for ongoing development
Employee Name Role
Start Date Check In Date
Manager Buddy
Part 1. Confidence in Role
Rate how confident you feel in the following areas of your role. Use the scale: 1 = Not at all confident | 3 = Somewhat confident | 5 = Very confident
Area
Comments / Examples
(1 – 5)
Understanding of my core responsibilities
Use of systems and tools
Team collaboration and communication
Knowledge of company policies & procedures
Adherence to Signet Compliance
Part 2. Looking Back on My First 90 Days
What am I most proud of achieving?
What challenges did I face, and how did I handle them?
What new skills or knowledge have I gained during my onboarding?
Part 3. Managers Feedback
Strengths observed:
Areas for development:
Support and resources needed: .
Part 4. Looking Ahead
Key goals and priorities:
Learning & Development Focus Areas:
Additional Comments:
Signed Off By Employee Signature
Manager/Buddy Signature
Onboarding Feedback Form
Employee Name Role
Start Date Check In Date
Manager Buddy
Part 1. Overall Experience of Onboarding at Signet
Comments / Examples
– 5)
How would you rate your overall onboarding experience?
How clear and helpful was the information provided before your first day?
How welcoming and supportive was your team on your first day?
How helpful were your initial induction sessions in week 1
Rate your confidence level in understanding your role and responsibilities after onboarding.
Rate the effectiveness of the online learning during your onboarding
Part 2. Suggestions
What was the best part of your onboarding experience?
What could be improved?
Any other comments or ideas to enhance onboarding at Signet:
Thank you for your feedback! Your insights help us make the Signet onboarding experience even better.
What’s Next In Your Signet Journey
Your first 90 days are just the beginning! We’re committed to supporting your growth and helping you reach your full potential.
In this section, you’ll find a range of resources designed to help you continue developing your skills, explore leadership opportunities, and plan your next steps.
Be Brilliant – Apprenticeships at Signet
At Signet, we’re committed to helping you shine and grow in your career. Be Brilliant is the name we give to our apprenticeship offering, providing opportunities to learn, develop, and achieve qualifications while you work. We offer a wide range of apprenticeships across different levels, covering both business and retail topics.
To explore what’s available and find the right path for you, visit the Apprenticeship Hub.
Aspire Career Development Programme
Aspire is our flagship career development programme; a 6-month accelerator that helps you get clearer, more confident, and more intentional about where you’re going — and equips you with the tools, belief and visibility to get there faster.
The Treasure Trove
08
Useful resources to support the onboarding process.
Policies at Signet
As part of your onboarding, we’ve provided a list of key policies on the Hub with links for you to access easily. These policies are designed to help you understand our ways of working, responsibilities, and expectations. Please make sure you read through them within your first four weeks, as they will give you a strong foundation for your journey with Signet. You can access these policies here:
Onboarding Policies
You will find an FAQ for the policies below. This will provide you with a shortcut to find all of the important information you want to know from day one, such as booking holidays, and dress code etc.
0800 707 6622
Signet’s Business Continuity number is a dedicated contact line used in the event of major disruption, such as severe weather, building closures, or system outages. It provides important updates and instructions to help keep everyone safe and informed. You will also find this number on the back of your ID card.
Business Continuity Number
Glossary of Terms
Term Definition
Stream
Share the Love
Financial management app for accessing earned wages, managing savings, and financial wellbeing support.
This is how we recognise team member achievements, loyalty anniversaries and rewards and more. You can access Share the Love via desktop or the app.
The Hub Internal portal for company information, policies, resources, and onboarding materials.
Inspire Academy
Learning and development platform for onboarding, compliance training, and ongoing development.
Retail Assist IT support function for system access, troubleshooting, and logging IT issues.
Buddy Peer assigned to help new starters settle in, answer questions, and introduce colleagues.
Welcome Pack
Compliance Training
Health & Safety Induction
Reflection Journal
Check-In Meeting
SSC (Stores Support Centre)
Employee Assistance Programme (EAP)
Documents provided before your first day, with essential onboarding info, dress code, and policies.
Mandatory eLearning modules covering Code of Conduct, Data Privacy, Respect in the Workplace, and Health & Safety.
Briefing and checklist covering fire evacuation, incident reporting, first aid, and equipment safety.
Template for recording key learnings, people met, and follow-up actions during onboarding.
Scheduled one to one meetings with your manager (or, during induction with your buddy) to clarify expectations and review progress.
The teams who support our stores and in the main are based in our Birmingham and Croxley Park locations.
Confidential service providing health and wellbeing support, including counseling and advice.
Store Visit Activity for SSC team members to experience retail operations and connect their role to the shop floor.
Learning Path
Brand Values
GDPR
Pre-boarding
Induction
End of Month Check-In
Apprenticeship Hub
Aspire Career Development Programme
Sequence of training modules and activities guiding new hires through onboarding.
Core principles: People First, Own It, Lead Bravely, Inspire Love, and memorable customer experiences.
General Data Protection Regulation—legal framework for handling personal data.
Activities and communications before your first day, such as completing forms and reading the Welcome Pack.
Initial phase of onboarding, including health & safety briefings, workspace tours, and introductions to company values.
Structured review and feedback session at the end of each onboarding month to assess progress and set new goals.
Resource for exploring Signet’s apprenticeship opportunities and career development programmes.
Six-month programme supporting team members development with tailored learning and mentorship.
My Journal
09
Personal Notes & Reflection
Weekly Reflection Journal Template
Date Key Learnings
People Met Follow Up