(S) Onboarding Coach

Howmet Aerospace • Morristown, TN

2d • Onsite

About The Position

The Onboarding Coach is responsible for maintaining high ethics and values in the workplace. This role involves regularly approaching direct 0-90 days seniority employees to gather key feedback data for new hire assimilation. The coach will act as an ice breaker to test the retention and effectiveness of new hire orientation topics and develop a tracking tool to capture help chain connections from new employees’ interactions. This position also coordinates between departments for gathered items and follows up on their closure, presenting summarized reports and recommendations to Plant leadership on new hires' follow-up. The role requires strong interpersonal skills, the ability to advocate and arbitrate, strong organizational skills, customized communication, business acumen, collaborative leadership, influence, synthesis of data, and acting as a talent advocate.

Requirements

• Degree in Human Resources Management or similar field
• Proven work experience as an HR Onboarding Specialist or in relevant HR role responsible for employee relations
• Basic knowledge of labor legislation
• Solid communication skills (verbal and written)
• An ability to handle sensitive and confidential information.
• Must be willing to work across multiple shifts as needed.
• Employees must be legally authorized to work in the United States.
• Verification of employment eligibility will be required at the time of hire.
• Visa sponsorship is not available for this position.
• This position is subject to the International Traffic in Arms Regulations (ITAR) which requires U.S. person status.
• ITAR defines U.S. person as an U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee.
• Verification of employment eligibility will be required at the time of hire.

Nice To Haves

• Job Roles Relationship --interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; balances toughness and compassion.
• Advocate and arbitrate-- represents both organizational and employee interests; manages the tension and conflict that can arise with differing viewpoints; moderates according to best interests and best outcomes; alerts appropriate parties when issues arise.
• Organization and structure --detail and follow through oriented; maintains records; provides accurate information; coordinates training efforts, benefits, and other initiatives at scale as applicable.
• Customized communication --understands inherent differences between people and situations; adapts communication and interaction according to audience needs; reads people well; presents with confidence
• Business informed --understands the needs of the business and the drivers of retention and other critical metrics; focuses effort to discover and makes recommendations based on the breadth of factors and data available
• Collaborative leadership --involves key stakeholders early and often in the process of discovery and interaction; interfaces with groups across the plant and functions as a resource for information and recommendations to ensure quality of interaction and experience for new associates
• Influence --understands and communicates the value of processes, information, and relationships; makes relevant and realistic recommendations to plant leaders, easing their weight of decision-making and contributing to decisive people-oriented plans and goals
• Synthesis --makes sense of large amounts of quantitative and qualitative data, finding and presenting key insights to senior leaders and other stakeholders; understands the difference between urgent and important; differentiates between thematic issues and individual concerns
• Talent advocate --coaches and mentors others; functions as part of the “people intelligence” center of the plant; drives engagement through interaction and representation

Responsibilities

• Maintains high ethics and values in the workplace.
• Approach on regular basis all direct 0-90 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization.
• Ice breaker to test retention & effectiveness of new hire orientation topics with new employees.
• Develop a tracking tool to capture all variety of help chain connections from new employees’ interactions.
• Coordinates between all departments SPA’s gathered items & follow up closure of items.
• Present summarized reports & recommendations to Plant leadership on regular basis for all new hires follow up.

What This Job Offers

• Job Type: Full-time
• Career Level: Entry Level