Issuu

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Management Pack SSC

My Onboarding

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CONTENTS

SECTION

Table of Contents Pre-Start Touchpoints

02 First Sparkle

Days 1 & 2

03 Confidence Cut

Days 3 – 5

04 Building Brilliance

Weeks 2 – 4

05 Polished To Perfection

End of Month 1

06 Setting Deeper Roots

End of Month 2

07 Ready To Sparkle

End of Month 3

08 The Treasure Trove

Resources: The Treasure Trove

09 My Sparkle Journey

Personal Notes & Reflection

01 Before You Shine

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Before You Shine

01 Pre-Start Touch Points

 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.

Contents

Pre-arrival Check List For Managers Before your new starter arrives consider the following: Activity 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)

Completed

02 Days 1 & 2

First Sparkle

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.

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”

Welcome Meeting Agenda for Day 1

Getting To Know You (Optional Activity) Icebreaker: “3 Things About Me”

 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

Write three things about yourself:

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. Straight Talk – – We speak openly and honestly, sharing feedback with respect and clarity.  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 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:

In my first week, I want to… (e.g., Learn who’s who in my team, understand my daily tasks)

Days 3 - 5

Confidence Cut

Day 3 – 5

Introduction to Section 3



Week 1 Check List for Managers

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Compliance and Onboarding eLearning

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Contents

Checklist Confidence Building (Optional Activities)



Facilities Tours – Warehouse

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One to one meetings with Key Team Members

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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

Confirm team member has access to the eLearning platform

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 Agree on focus for the next week

Review progress on the Compliance and Onboarding eLearning Checklist for Week 1

Compliance & Onboarding eLearning

Completed

Compliance eLearning Check-List Week 1 & 2

Welcome to Signet

End of Day 2

The Wavelength & The Vibe

End of Day 2

Code of Conduct Essentials

End of week 1

GDPR Compliance

End of week 1

An Introduction to Equality, Diversity & Inclusion

End of week 1

Health and Safety at Work Act

End of week 1

Employee Responsibilities

End of week 1

Fire Safety Legislation & Your responsibilities

End of week 2

Understanding Cybersecurity

End of week 2

Date Completed:

To be completed by:

eLearning Compliance Modules

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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

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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 date with compliance requirements.

when it is most relevant.

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.

Confidence Building (Optional Activities)

Activity 1: “Job Role Treasure Hunt”

Where do we log IT system issues?

Who approves annual leave?

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?

What’s something I feel more confident about?

What’s a question I still have?

Use the Onboarding resources you have received so far to find answers to the following:

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

Start Date

Check In Date

Manager

Buddy

Role

Employee Name

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? Buddy Support Have you had regular contact with your buddy?

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

Role Understanding

Weeks 2 – 4

Building Brilliance

Contents Weeks 2 - 4 ●

Week 2 Check List for Managers

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Goals for weeks 2 to 4

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Key People to Meet and Why

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Observation Notes From Store Visits Tracker

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2 – 4 Week Check In with Manager/Buddy Template

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.

Section 4: Building Brilliance (Weeks 2–4)

Introduction to Section 4

●

Week 2 Check List For Managers Activity

Review progress on the Compliance and Onboarding eLearning Checklist.

Onboarding eLearning

Completed

Provide support for any challenging modules

Goals for Weeks 2 - 4 Set clear, achievable goals with the team member

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

Review progress against goals at regular intervals

Here are the types of goals you may want your new starter to set — grouped into categories, with examples.

Goals for Weeks 2-4

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

 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:

1.2 Relationship Goals To build a strong internal network and feel part of the team.

   

Learning Specific Goal

Goals for Weeks 2-4 – A Template

How Will I Measure Success

Progress Notes

Deadline

How Will I Measure Success

Progress Notes

Deadline

How Will I Measure Success

Progress Notes

How Will I Measure Success

Progress Notes

Deadline

Relationships

Performance Specific Goal

Cultural/Behaviour Specific Deadline Goal

Specific Goal

Key People to Meet and Why

Name

Role

Why Meet Them?

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. Date & Time & Place

Date

Store Visited

Key People Met

Observations & Insights

Observation Notes From Store Visits – A Tracker

Follow-Up Actions

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2 – 4 Week Check-In with Manager/Buddy

Start Date

Check In Date

Manager

Buddy

What highlight moments would you like to share?

Role

Employee Name

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

Month 1 Check In

Polished to Perfection

Contents End of Month 1 

Month 1 Check List for Managers



End of Month 1 Self Assessment Worksheet

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Managers Check In and Feedback

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Celebrating 30-day achievement Template

The Polished to Perfection stage marks the completion of the first month in role,

Section 5: Polished to Perfection (End of Month 1)

Introduction to Section 5



a key milestone in the onboarding journey. By this point, new starters should have 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.

built foundational confidence, developed early skills, and begun contributing

Month 1 Check List For Managers Activity

Provide team member with the self-assessment worksheet

Provide Encourage open, honest reflection on confidence and progress for any challenging modules

Self-Assessment Worksheet

Completed

Review responses ahead of the check-in meeting

Schedule end-of-month check-in

Manager Check-in & Feedback

Share feedback on performance, strengths, and areas for growth

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

Agree on development focus for Month 2 onwards

End of Month 1 Self Assessment Worksheet

Start Date

Check In Date

Manager

Buddy

Area

Rating (1 – 5)

Comments / Examples

Managing my daily tasks and workload

Knowing who to go to for support Communicating with my team

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?

Using job-specific systems or tools

Understanding of my core responsibilities

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

Role

Employee Name

Part 3. Team & Culture Rate your experience of integrating with your team and Signet’s culture so far. Area

Comments / Examples

I feel welcomed and included in my team

I feel comfortable asking for help

I’ve had opportunities to build relationships

I understand and align with Signet’s values

Rating (1 – 5)

Part 4. Looking Ahead

One goal I have for the next month:

One thing that would help me succeed further:

One thing I’m proud of achieving so far:

Managers Check-In and Feedback

Start Date

Check In Date

Manager

Buddy

Role

Employee Name

What highlight moments would you like to share?

What challenges have you overcome?

What have you learned about the business?

What support do you need?

Feedback

Signed Off By Employee Signature Manager/Buddy Signature

What goals will you focus on for the next 30 days?

Celebrating My 30-Day Wins (Optional Activity): Reflect, Recognise, Refocus 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.

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

Win

Part 1: My Proud Moments (Win)

Part 2: What I’ve Learned So Far (add more)

 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?

 The business structure

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 Why I’s Important

Support or Resources I Need

e.g. Built confidence using Retail Assist

I can now log my own IT issues

My buddy talked me through it

Goal

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Part 6: If you could give yourself one piece of advice for the next month, what would it be?

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Month 2 Check In

Setting Deeper Roots

● Introduction to Section 6

End of Month 2

Contents

● Month 2 Check List For Managers ● Managers Check-in and Feedback

● End of Month 2 Progress Reflection Worksheet

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 business.

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.

This phase is designed to encourage reflection, open conversations about

team, with a stronger understanding of how their contribution supports the

Month 2 Check List For Managers Activity

Provide and review the team member’s completed reflection worksheet

Identify areas requiring additional support

Discuss key achievements, challenges, and lessons learned

Progress Reflection Worksheet

Completed

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

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

Suggest relevant learning modules aligned to team member’s goals and role

End of Month 2 Progress Reflection Worksheet

Start Date

Check In Date

Manager

Buddy

Area

Rating (1 – 5)

Comments / Examples

Confidence in using key tools and systems

Relationship building with colleagues

Knowledge of company policies & processes

Understanding of my role & responsibilities

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

Role

Employee Name

Contribution to team goals

Part 2. Looking Back on Month 2 What were my biggest achievements this month?

What challenges did I face, and how did I handle them?

Time management & organisation

Part 3. Career Path Check-In What aspects of the role excite me most right now?

Which skills do I want to develop further?

Part 4. Looking Ahead

What additional support, training, or resources would help me?

Do I feel I have the right support from my manager/team? (Yes/No/Somewhat)

What are my top 3 goals for Month 3? 1.

2. 3. What one habit or action can I take next month to strengthen my performance?

Part 5. Recommended eLearning Modules on Inspire Academy eLearning Module Recommendation

Can support with…

Managers Check-In and Feedback

Start Date

Check In Date

Manager

Buddy

Role

Employee Name

What highlight moments would you like to share?

What challenges have you overcome?

What have you learned about the business?

Feedback

Signed Off By Employee Signature Manager/Buddy Signature

What support do you need?

What goals will you focus on for the next 30 days?

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Ready To Sparkle

End of Month 3

● Introduction to Section 7

End of Month 3

Contents

● Month 3 Check List For Managers ● Onboarding Feedback Form

● 90-day review form ● “What’s next in your Signet journey?” resources

The Ready to Sparkle stage marks the completion of the first 90 days – a

Section 7: Ready to Sparkle (End of Month 3)

significant milestone in the onboarding journey. By this point, team members contribute to business objectives.

should be confident in their role, connected with their team, and ready to fully

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

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.

experience also ensures the process continues to improve for future starters.

Month 3 Check List For Managers Activity

Provide team member with the 90-day review form

90-Day Review Form

Completed

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

Feedback on Onboarding Experience

Agree on support and resources needed to achieve them

Invite feedback on what worked well and any gaps

Discuss insights openly to identify improvements Document feedback for continuous improvement of the onboarding process

Share resources for learning, development, and career growth Encourage team member to explore opportunities within the business Plan follow-up conversations for ongoing development

“What’s Next in Your Signet Journey?” Resources

90-Day Review Form

Start Date

Check In Date

Manager

Buddy

Area

Rating (1 – 5)

Comments / Examples

Use of systems and tools

Understanding of my core responsibilities

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

Role

Employee Name

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:

Key goals and priorities:

. Part 4. Looking Ahead

3. Learning & Development Focus Areas:

Additional Comments:

Signed Off By Employee Signature Manager/Buddy Signature

Onboarding Feedback Form

Role

Start Date

Check In Date

Manager

Buddy

Employee Name

Part 1. Overall Experience of Onboarding at Signet Rating (1 – 5)

Comments / Examples

Area How would you rate your overall onboarding experience?

How welcoming and supportive was your team on your first day?

Rate your confidence level in understanding your role and responsibilities after onboarding.

Rate the effectiveness of the online learning during your onboarding

How helpful were your initial induction sessions in week 1

How clear and helpful was the information provided before your first day?

Part 2. Suggestions

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 was the best part of your onboarding experience?

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.

developing your skills, explore leadership opportunities, and plan your next steps.

In this section, you’ll find a range of resources designed to help you continue

Be Brilliant – Apprenticeships at Signet

At Signet, we’re committed to helping you shine and grow in your career. Be Brilliant is the providing opportunities to learn, develop, and

name we give to our apprenticeship offering, achieve qualifications while you work. We offer a levels, covering both business and retail topics.

wide range of apprenticeships across different To explore what’s available and find the right

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.

path for you, visit the Apprenticeship Hub.

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The Treasure Trove

Useful resources to support the

onboarding process.

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Policies at Signet As part of your onboarding, we’ve provided a list of key policies on the Hub understand our ways of working, responsibilities, and expectations. Please

with links for you to access easily. These policies are designed to help you make sure you read through them within your first four weeks, as they will these policies here:

give you a strong foundation for your journey with Signet. You can access

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.

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Business Continuity Number

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.

0800 707 6622

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Term

Definition

Stream

Financial management app for accessing earned wages, managing savings, and financial wellbeing support.

Inspire Academy Retail Assist Buddy Welcome Pack

Health & Safety Induction Reflection Journal

SSC (Stores Support Centre) Employee Assistance Programme (EAP)

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. Activity for SSC team members to experience retail operations and connect their role to the shop floor. Sequence of training modules and activities guiding new hires through onboarding.

Brand Values

Core principles: People First, Own It, Lead Bravely, Inspire Love, and memorable customer experiences.

GDPR

General Data Protection Regulation—legal framework for handling personal data.

Pre-boarding Induction

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.

Apprenticeship Hub

Resource for exploring Signet’s apprenticeship opportunities and career development programmes.

Aspire Career Development Programme

Six-month programme supporting team members development with tailored learning and mentorship.

Probationary Period

The first three months of employment, during which new starters receive check-ins, coaching and feedback, ending in a formal probation review where the outcome is confirmed as passed, extended or not passed.

End of Month Check-In

Learning Path

Store Visit

Mandatory eLearning modules covering Code of Conduct, Data Privacy, Respect in the Workplace, and Health & Safety.

Check-In Meeting

Peer assigned to help new starters settle in, answer questions, and introduce colleagues. Documents provided before your first day, with essential onboarding info, dress code, and policies.

Compliance Training

IT support function for system access, troubleshooting, and logging IT issues.

The Hub

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. Internal portal for company information, policies, resources, and onboarding materials. Learning and development platform for onboarding, compliance training, and ongoing development.

Share the Love

Glossary of Terms

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My Journal Personal Notes & Reflection

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Date

Key Learnings

People Met

Follow Up

Weekly Reflection Journal Template

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