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I would ignore HR and set standard days to exercise your WFH arrangement - as in (after a week or two) - “generally, I will be WFH x and y days, unless we have team or client meetings where I need to be in office those days, in which case I’ll juggle them to accommodate.”
Assumptive (but aligned with what they told you during the interview process) is how you ought to proceed IMO. You do not work for HR. You work for the firm - especially the partners in your group. (HR also works for them - HR is not your boss.)
Do good work and expect them to deliver on what they told you - that is the agreed exchange. Just be reasonably available when you WFH, and it should all be fine. If work product doesn’t meet their requirements, that’s another matter; but nothing you said indicates that is a concern. The longer you don’t exercise the WFH benefit to which they agreed, the more likely it’ll raise eyebrows when you do so.
You are a professional and accepted their offer based on…THEIR OFFER. There is nothing wrong with you proceeding in alignment and reliance on what was agreed. If they (the partners) have a problem with it, they will let you know.
You have a work from home desktop? I’ve had a laptop you carry back and forth for ages. Do you have a dedicated office?
I’d wager that you feel drained bc on boarding and orientation can be super tiresome and you are simply out of practice having to get up, get ready for the outside world, commute, and and deal people in an office. It’s like starting to workout again after a lull. It will get easier.
My comment was about getting used to going back in even 3 days a week. If you agreed to that, I’d start as soon as the major onboarding and orientation stuff is done which is usually a week or so.