<p>Senior Onboarding Coordinator A Brief Overview Executes onboarding processes and serve as ambassador to new hires. Must have a thorough understanding of employment law and onboarding processes. Serve as the gatekeeper for all pre-employment documents and processes related to onboarding functions. Work closely with cross-functional teams to eliminate barriers to enable timely onboarding throughput. Serve as a consultant for onboarding vendors per the service level agreement. Provide training and oversight to onboarding staff and offer guidance to ensure accuracy in accordance with all regulatory compliance agents. Provide onboarding metrics to identify data trends and make recommendations to increase retention. Serve as the point of contact for all onboarding inquiries and provide consultancy to new recruiters. Provides organizational immersion to Regional One Health#s culture to assist the new hire in acquiring the necessary skills, abilities, and information to become an effective member of the organization. Manage the onboarding assessment process/information for new hires following orientation. Provides mechanisms for cultivation into Regional One Health. What you will do Owns the Regional One Health New Hire Onboarding program and provide new hires with the tools and skills to ensure their success. Oversees ROH onboarding experience from offer letter to Day 1; partnering with onboarding team, TA team, and HR records to find new solutions to improve processes. Helps define and build an engaging Day1-30 for new hires (inclusive of Organizational Development, events, and department Q #A). Partners with Organizational Development to develop meaningful content based on ROH Premier Behaviors. Researches and develops /implements strategies and onboarding practices. Leads process improvement strategies for onboarding to improve efficiency and modernize practices. Serves as a support advisor for onboarding staff through training and daily job functions. Partners with orientation lead to ensure professional and courteous efforts of how to manage off-cycle orientation and Oversees adjustments to the onboarding dashboard of all new hires. Create and manage the onboarding dashboard of all new hires. Ensure all required data is tracked regularly. Ensures, timely follow-up with new hires, hiring managers, and Talent Management on system or process-related concerns/issues. Identify opportunities for improvement. Provides coordination for the new hire to be successful in both new hire orientation and departmental orientation. Continually assesses and identifies needs of the new hire: <em>New hire orientation </em>Departmental orientation * Socialization to a new unit Develops strategies to ensure communication with each new hire before the first day of work to encourage and assess for any barriers to success. Develops a new hire system to have a peer network within their work area. Schedules rounding in areas based on feedback from onboarding experience assessment with TA partners. Develops a communication plan/onboarding checklist that includes security/computer access requests, training and tools necessary for success, on-boarding peers, phones, workspace, and tour of facilities. Reviews processes associated with onboarding and information collected; recommends changes for improvements and efficiencies; receives and responds to issues about the on-boarding and orientation process; Serves as a liaison between management and HR to ensure effective onboarding experience. Organizes/facilitates all aspects of orientation. Continuously seeks to improve quality of service delivery, taking into consideration supervisor coaching and customer feedback. Qualifications Bachelor#s Degree In Human Resources, business, or a related field Required and Master#s Degree In the area of specialization from an accredited educational institution Preferred Certification in Training and/or Staff Development Upon Hire Preferred Minimum 3 years experience Of progressive experience in human resources Required and Strong process management experience Preferred Physical Demands Standing - Occasionally Walking - Occasionally Sitting - Constantly Lifting - Rarely Carrying - Rarely Pushing - Rarely Pulling - Rarely Climbing - Rarely Balancing - Rarely Stooping - Rarely Kneeling - Rarely Crouching - Rarely Crawling - Rarely Reaching - Rarely Handling - Occasionally Grasping - Occasionally Feeling - Rarely Talking - Constantly Hearing - Constantly Repetitive Motions - Frequently Eye/Hand/Foot Coordination - Frequently Regional One Health is committed to diversity and inclusion. We are an equal opportunity employer including veterans and people with disabilities.</p> <p>Senior Onboarding Coordinator</p> <p>A Brief Overview</p> <p>Executes onboarding processes and serve as ambassador to new hires. Must have a thorough understanding of employment law and onboarding processes. Serve as the gatekeeper for all pre-employment documents and processes related to onboarding functions. Work closely with cross-functional teams to eliminate barriers to enable timely onboarding throughput. Serve as a consultant for onboarding vendors per the service level agreement. Provide training and oversight to onboarding staff and offer guidance to ensure accuracy in accordance with all regulatory compliance agents. Provide onboarding metrics to identify data trends and make recommendations to increase retention. Serve as the point of contact for all onboarding inquiries and provide consultancy to new recruiters. Provides organizational immersion to Regional One Health's culture to assist the new hire in acquiring the necessary skills, abilities, and information to become an effective member of the organization. Manage the onboarding assessment process/information for new hires following orientation. Provides mechanisms for cultivation into Regional One Health.</p> <p>What you will do</p> <ul> <li>Owns the Regional One Health New Hire Onboarding program and provide new hires with the tools and skills to ensure their success. Oversees ROH onboarding experience from offer letter to Day 1; partnering with onboarding team, TA team, and HR records to find new solutions to improve processes. </li><li>Helps define and build an engaging Day1-30 for new hires (inclusive of Organizational Development, events, and department Q &A). </li><li>Partners with Organizational Development to develop meaningful content based on ROH Premier Behaviors. </li><li>Researches and develops /implements strategies and onboarding practices. </li><li>Leads process improvement strategies for onboarding to improve efficiency and modernize practices. </li><li>Serves as a support advisor for onboarding staff through training and daily job functions. </li><li>Partners with orientation lead to ensure professional and courteous efforts of how to manage off-cycle orientation and </li><li>Oversees adjustments to the onboarding dashboard of all new hires. Create and manage the onboarding dashboard of all new hires. Ensure all required data is tracked regularly. </li><li>Ensures, timely follow-up with new hires, hiring managers, and Talent Management on system or process-related concerns/issues. Identify opportunities for improvement. </li><li>Provides coordination for the new hire to be successful in both new hire orientation and departmental orientation. </li><li>Continually assesses and identifies needs of the new hire: <em>New hire orientation </em>Departmental orientation * Socialization to a new unit </li><li>Develops strategies to ensure communication with each new hire before the first day of work to encourage and assess for any barriers to success. </li><li>Develops a new hire system to have a peer network within their work area. </li><li>Schedules rounding in areas based on feedback from onboarding experience assessment with TA partners. </li><li>Develops a communication plan/onboarding checklist that includes security/computer access requests, training and tools necessary for success, on-boarding peers, phones, workspace, and tour of facilities. </li><li>Reviews processes associated with onboarding and information collected; recommends changes for improvements and efficiencies; receives and responds to issues about the on-boarding and orientation process; </li><li>Serves as a liaison between management and HR to ensure effective onboarding experience. </li><li>Organizes/facilitates all aspects of orientation. </li><li>Continuously seeks to improve quality of service delivery, taking into consideration supervisor coaching and customer feedback. </li></ul> <p>Qualifications</p> <ul> <li>Bachelor's Degree In Human Resources, business, or a related field Required and </li><li>Master's Degree In the area of specialization from an accredited educational institution Preferred </li><li>Certification in Training and/or Staff Development Upon Hire Preferred </li><li>Minimum 3 years experience Of progressive experience in human resources Required and </li><li>Strong process management experience Preferred </li></ul> <p>Physical Demands</p> <ul> <li>Standing - Occasionally </li><li>Walking - Occasionally </li><li>Sitting - Constantly </li><li>Lifting - Rarely </li><li>Carrying - Rarely </li><li>Pushing - Rarely </li><li>Pulling - Rarely </li><li>Climbing - Rarely </li><li>Balancing - Rarely </li><li>Stooping - Rarely </li><li>Kneeling - Rarely </li><li>Crouching - Rarely </li><li>Crawling - Rarely </li><li>Reaching - Rarely </li><li>Handling - Occasionally </li><li>Grasping - Occasionally </li><li>Feeling - Rarely </li><li>Talking - Constantly </li><li>Hearing - Constantly </li><li>Repetitive Motions - Frequently </li><li>Eye/Hand/Foot Coordination - Frequently </li></ul> <p>Regional One Health is committed to diversity and inclusion. We are an equal opportunity employer including veterans and people with disabilities.</p>