HR Specialist - Employee Engagement & Retention

Hope The Mission•Los Angeles, CA

1d•$28 - $32•Onsite

About The Position

The Employee Engagement & Retention Specialist is the connective tissue between the organization and its people. This role owns the employee experience from the moment a candidate enters the recruitment pipeline through every stage of their employment lifecycle. Operating as an HR concierge and experience architect, the Specialist ensures that every employee at Hope the Mission understands the mission, feels connected to their purpose, and has access to the support, information, and community needed to thrive in their role. This is not a traditional HR support role. The Employee Engagement & Retention Specialist is a proactive, relationship-centered professional who bridges the gap between operational HR functions and the lived experience of employees. The Specialist works at the intersection of talent development, culture building, and workforce retention. Directly addressing the conditions that drive early turnover by creating intentional touchpoints throughout the employee lifecycle.

Requirements

Bachelor's degree in Human Resources, Psychology, Organizational Development, Communications, or a related field; or equivalent combination of education and/or work directly relevant experience.
Minimum of two (2) years of experience in human resources, employee engagement, organizational development, or workforce development.
Experience facilitating groups, meetings, or training in a professional setting.
Demonstrated ability to communicate clearly and compassionately across diverse populations, including individuals with lived experience of homelessness, behavioral health challenges, or workforce reentry.
Proficiency with HR information systems; experience with ADP Workforce Now preferred.
Proficiency with Microsoft Office Suite and Google Workspace.
Background Screening – Employment is contingent upon the successful completion of background checks as required per worksite.
Drug and Alcohol Testing – Candidates must pass pre-employment and ongoing drug and alcohol screenings in accordance with company policy.
Motor Vehicle Record (MVR) Check – For roles requiring driving, employment is contingent upon an acceptable driving record.
Legal Eligibility to Work – Candidates must provide proof of legal authorization to work in the US.
Compliance with Company Policies and HIPAA standards – All employees must comply with company policies, including safety, confidentiality, and conduct standards.
Must have reliable transportation.
Must have proof of vehicle insurance coverage.
Must have a valid CA drivers license.
Must be able to qualify for HTM’s commercial insurance coverage.

Nice To Haves

Experience working in a nonprofit, social services, behavioral health, or mission-driven organization.
Familiarity with employee lifecycle frameworks, onboarding best practices, or engagement survey methodologies.
Experience supporting or leading employee resource groups, affinity networks, or community-building initiatives.
PHR, SHRM-CP, or other HR credential.
Bilingual (English/Spanish) preferred but not required.

Responsibilities

Serve as the primary HR point of contact for employees across all stages of the employment lifecycle, from pre-boarding through separation.
Maintain and continuously improve onboarding and orientation systems, materials, and processes to ensure a consistent, mission-centered experience across all program sites and role types.
Partner with HR and L & D leadership to develop and update role-tiered onboarding guides that reflect HTM's four-phase onboarding structure and 12-week early tenure framework.
Coordinate with HR Operations and hiring managers to ensure all pre-boarding tasks: including paperwork, system access, badge setup, and workstation readiness, are completed before day one.
Confirm manager readiness for each new hire, including completion of a manager pre-boarding checklist, to ensure the department is prepared to receive and integrate the new employee.
Own and facilitate HR portion of new employee orientation for all incoming staff, delivering a structured, engaging experience that connects employees to the mission and purpose of Hope the Mission from day one.
Maintain a consistent orientation format that includes organizational history and mission, introduction to leadership and culture, policy and compliance foundations, benefits overview, and an introduction to the Staff Affinity Group program.
Incorporate organizational storytelling as a core component of orientation, using narratives that reflect HTM's work, values, and the people the organization serves to transmit culture intentionally rather than accidentally.
Coordinate guest presenters, leadership introductions, and site or program exposure experiences as part of the orientation program.
Ensure all orientation content is current, accessible, and reflective of the organization's evolving programs, policies, and priorities.
Track orientation completion for every new hire and maintain accurate records in ADP Workforce Now.
Execute a structured warm handoff from orientation to the hiring manager at the close of onboarding, documenting the handoff and communicating any early concerns or observations.
Conduct structured check-ins with all new employees at 30, 60, and 90 days using a standardized tool that assesses role clarity, manager relationship, workload, connection to mission, and intent to stay.
Document all check-in outcomes and flag concerns to HR leadership in a timely manner, with a recommended course of action.
Collaborate with hiring managers following each check-in to share relevant themes, reinforce onboarding expectations, and co-develop early interventions when engagement risk is identified.
Maintain a 90-day cohort tracker to monitor early tenure patterns across departments and identify systemic onboarding gaps.
Administer stay surveys via Google Forms at defined intervals (30, 60, 90 days, 6 months, and 1 year), ensuring consistent distribution and completion tracking.
Collect, compile, and analyze stay survey results on a quarterly basis, identifying themes related to engagement, supervision, workload, culture, and intent to stay.
Produce a quarterly retention report for HR leadership summarizing survey findings, turnover trends by department and tenure band, and data-informed recommendations.
Evaluate voluntary turnover and retention rates quarterly, disaggregated by program area, role tier, and tenure, to identify patterns and inform proactive intervention.
Coordinate and support off-boarding processes, including separation meetings, to capture actionable data and identify systemic issues.
Function as a warm, accessible first point of contact for employees seeking guidance on HR policies, benefits, accommodations, leave, and workplace concerns.
Triage employee inquiries and route to the appropriate HR team member or functional area when specialized expertise is needed.
Provide clear, compassionate communication to employees navigating complex processes including benefits enrollment, leaves of absence, and workplace changes.
Maintain a working knowledge of organizational policies, ADP Workforce Now navigation, and benefit programs sufficient to serve as a knowledgeable resource.
Support the annual open enrollment process through employee communication, Q&A sessions, and individual guidance.
Serve as the primary HR liaison and administrative lead for Hope the Mission's Staff Affinity Group (SAG) program.
Support the four established affinity groups (Mental Health and Wellness, Leadership and Professional Development, Workforce Reentry, and Recovery) in meeting coordination, communication, and resource access.
Track SAG participation, document meeting outcomes, and report engagement data to HR leadership quarterly.
Identify and onboard new affinity group leaders, providing orientation to group purpose, expectations, and organizational resources.
Develop and distribute SAG communications organization-wide to increase visibility, participation, and cross-group connection.
Design and facilitate employee engagement initiatives that reinforce organizational culture, mission alignment, and community connection.
Coordinate recognition programs, milestone celebrations, and appreciation events that honor employee contributions across all program sites.
Partner with department managers to identify engagement risks within their teams and co-create targeted interventions.
Analyze engagement data from surveys, check-ins, and SAGs to identify trends and develop evidence-informed recommendations for HR leadership.
Contribute to the development and delivery of the monthly HR Tips communication and HR Hour sessions.
Collaborate with the Talent Acquisition function to ensure a seamless candidate experience from interview to hire, with particular attention to the transition into onboarding.
Support recruitment outreach at job fairs, community events, and the organizational accelerator program as a brand ambassador for Hope the Mission as an employer.
Assist with candidate correspondence and pipeline communication as needed during high-volume recruitment periods.