Onboarding Specialist

ESSENTIAL FUNCTIONS AND PURPOSE

As part of the overall Talent Strategy the Onboarding Specialist will be responsible for all activities starting with Candidate experience through day 90 and beyond. The Onboarding Specialist administrates all day-to-day operations of the Talent Department.

This position must embody the company's values: Speed, Value, Trust, and must exercise a high-level of ethical behavior and sound judgment; recognizes and lives up to the responsibility of being an ambassador of Velocity and its offerings.

REQUIRED QUALIFICATIONS

• Bachelor’s Degree preferred but not required
• Strong problem solving and critical thinking skills
• Excellent organization skills and ability to juggle multiple demands
• Personal drive and eagerness to learn
• Must be comfortable with Computer/HRIS systems (Dayforce preferred)
• 3-5 years of experience or significant internship background with similar responsibilities

PINCIPAL RESPONSIBILITIES

• Perform background requests and partner with hiring managers to consistently update them on results as necessary
• Develop a relationship with all hiring managers, understand the unique requirements for each organization and work to ensure the proper hiring programs are in place to meet the needs of these businesses and retain talent.
• Work with the Recruiting Manager on system expectations, ensure our systems are easy to do business with, and ensure that our career page speaks to our audience and engages candidates
• Develop a preferred vendor list and continue to manage this list as the business grows and changes
• Manage open requisitions, both with hiring manager and vendors as appropriate- ensure all job requisitions are consistent and effective
• Partner with the Talent Acquisition team to create career campaigns to attract top level talent
• Partner with HR Business Partners and Department Heads to ensure smooth onboarding
• Deliver an excellent onboarding experience and work on improving current processes
• Deliver an engaging and welcoming New Hire Orientation – comfortability with public and interpersonal speaking
• Develop strategic vision for talent retention through first year
• Provides monthly open job requisition report and monitors 90-day open threshold
• Sends HR team a weekly email of all new hires projected to start the following week
• Develop plans to enhance employee engagement and retention