Onboarding & Integration Specialist

ABC Legal Services

5h•Remote

About The Position

The Onboarding & Integration Specialist is responsible for owning the end-to-end new employee onboarding journey, coordinating across HR, hiring managers, IT and the new hire, to ensure a seamless, efficient, and high-touch experience from offer acceptance through the end of the first 90 days (or first week/first month milestones). This is a project-management style role within HR: you will help ensure that the new hire has all necessary equipment, training, introductions, orientation, and is properly handed off to their hiring manager and team. You will also help measure and continuously improve the onboarding process and employee experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (preferred).
2-5 years of HR operational experience (or project coordination) with a strong interest in new employee experience, project management, and process improvement.
Demonstrated ability to manage multiple concurrent tasks/projects, strong organizational skills and attention to detail; must be comfortable working cross-functionally and managing timelines/dependencies.
Excellent communication skills (verbal and written) with the ability to engage new hires, hiring managers, IT partners and senior stakeholders.
Proficiency with HRIS systems, onboarding/training workflow tools.
Strong customer-service mindset: viewing the new hire as the “internal customer” and striving to deliver a positive experience.
Proactive, self-starter who can identify issues, escalate when needed and drive to completion.
Ability to work in a remote/hybrid environment, manage shipping/asset tracking, and coordinate across geographic/time zone boundaries if relevant.

Nice To Haves

Familiarity with remote/hybrid work equipment logistics is a plus.

Responsibilities

Collaborate with Talent Acquisition / Recruiting to align on offer acceptance, start date, new-hire paperwork and pre-onboarding communications.
Serve as the primary point-of-contact for the new hire during the onboarding period: send welcome communications, set expectations, share timeline, answer questions.
Partner with IT (or the outsourced/managed-services provider) to ensure that remote employees have all required equipment (computer/laptop, monitor(s), keyboard/mouse, headset, other peripherals), access credentials, software, work-from-home connectivity set-up, and that equipment is shipped/received in time.
Coordinate with HR operations/HRIS for completion of all mandatory new hire forms (I-9 / W-4 / benefits enrollment / policy acknowledgments etc.).
Design, schedule and manage the first-week orientation/training (company overview, culture & values, compliance training, team introductions, job-specific training plan) and ensure the hiring manager and buddy/mentor are engaged.
Establish and monitor the first 30/60/90 day check-in schedule: coordinate with the hiring manager to ensure the new hire is meeting key milestones, feels connected, and that any issues are surfaced and addressed early.
Facilitate the “handoff” from onboarding to the hiring manager/community of practice: ensure the manager has a readiness checklist, knows status of new hire, has introductions lined up, and that the new hire is engaged with the team.
Maintain and update onboarding documentation, checklists, workflow diagrams, and dashboards (e.g., new hire status tracking, equipment status, training completion).
Continuously collect feedback from new hires and hiring managers (e.g., new-hire surveys at week 1 and week 30) and propose improvements to enhance the experience and reduce bottlenecks.
Ensure compliance with company policies, legal/regulatory obligations relevant to onboarding, data privacy, remote work provisions, equipment inventory and asset tracking.
Build and maintain relationships with cross-functional stakeholders (HR operations, IT, security, facilities if relevant, hiring managers) to streamline the onboarding process.
Occasionally support special onboarding-related projects (e.g., onboarding for acquisitions, new business units, remote/hybrid work roll-out, global/hybrid onboarding initiatives).