Onboarding Coach

Howmet Aerospace•Whitehall, MI

10d

About The Position

This role focuses on ensuring a smooth assimilation for new hires within the organization. The Onboarding Coach will regularly engage with new employees (0-90 days) to gather feedback on their onboarding experience, test the effectiveness of orientation topics, and develop tools to track new hire interactions and support networks. The position involves coordinating with various departments to ensure timely closure of any outstanding items for new employees and presenting summarized reports and recommendations to plant leadership regarding new hire follow-up. The role requires strong interpersonal skills, the ability to build trust, manage conflict, and communicate effectively with diverse stakeholders. It also demands attention to detail, record-keeping, and an understanding of business needs related to employee retention and key metrics. Collaboration with plant and functional groups is essential, as is the ability to synthesize both quantitative and qualitative data to provide actionable insights to senior leaders. The Onboarding Coach will act as a talent advocate, coaching and mentoring others, and driving engagement through their interactions.

Requirements

Bachelor’s Degree in Human Resources or similar field from an accredited institution.
Minimum of 1 year proven work experience as an HR Onboarding Specialist or in a relevant role responsible for customer or employee relations.
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 Internal Traffic in Arms Regulations (ITAR) which requires U.S. person status.

Nice To Haves

Solid communication skills (verbal and written)
Ability to handle sensitive and confidential information

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.
Interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; balances toughness and compassion.
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.
Detail and follow through oriented; maintains records; provides accurate information; coordinates training efforts, benefits, and other initiatives at scale as applicable.
Understands inherent differences between people and situations; adapts communication and interaction according to audience needs; reads people well; presents with confidence.
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.
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.
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.
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.
Coaches and mentors others; functions as part of the “people intelligence” center of the plant; drives engagement through interaction and representation.