tl;dr: You need a way to be able to convert these issues into a format that management can understand. Tough situation. Onboarding new hires is always challen

tl;dr: You need a way to be able to convert these issues into a format that management can understand. Tough situation. Onboarding new hires is always challenging and you're probably stuck with this new hire ("NH") for the next 3-6 months. If you accept that NH is not going anywhere for at least the next 120 days, why not treat it as an opportunity to stress test some of the companies internal systems. The goal at the end of the 120-day period is to have data and documentation that supports a business case that you can then bring to management. Best case scenario you're able to create a framework that identifies and corrects NH’s shortcomings. This framework can be used for future new hires. Second best case, you’re able to identify and show how bottlenecks are being formed in your department. You can then make the case that 1) chargebacks need to be increased to human resources ( or maybe business development) to account for the unscheduled work and the resources used to train NH; or 2) you need a raise to to cover the time you spend training NH. Worst case, you have some material to talk about as you interview for other jobs.