Onboarding Program Specialist

S&C Electric Company • Chicago, IL

8d • $78,870 - $105,766 • Hybrid

About The Position

As an S&C Electric team member, you’ll work on projects that have real-world impact. You’ll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We’re big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively.
Join S&C to make an impact on tomorrow’s energy challenges and become an employee-owner!
The Talent Enablement department is responsible for developing, implementing, and sustaining S&C’s global talent management ecosystem designed to facilitate organizational, professional, and career development in support of S&C’s strategic objectives and competitive advantage in the market.
The Onboarding Program Specialist oversees and ensures the smooth transition of new hires into the organization. This role focuses on designing, implementing, and refining the onboarding process to ensure new team members are integrated effectively and efficiently.

Requirements

• Bachelor's degree in Human Resources Management or equivalent experience
• 2-3+ years of demonstrated experience in the design, implementation, and operationalization of talent programs and initiatives across an international and multi-site organization.
• Demonstrated expertise in designing, implementing, and optimizing learning programs. A track record of enhancing new hire experiences, fostering cultural assimilation, and leveraging technology, digital platforms, and innovative methodologies to enhance the onboarding experience and drive engagement.
• Solid critical thinking, organizational, planning and project management skills, coordinating internal and external resources, creative problem-solving when obstacles arise, and juggling a heavy volume of diverse operational/tactical projects.
• Great interpersonal skills to establish meaningful relationships built on mutual trust and respect, navigate and resolve conflict, moderate behaviors and foster collaborative working relationships amongst a diverse audience.
• Excellent communication skills, (written, verbal, listening and presentation) able to liaise with internal and external stakeholders at all levels from leadership to support staff, and present influentially to achieve buy-in from executives, managers and team members.
• Sound business acumen and analytical skills with the ability to use and analyze data to drive informed decisions, problem-solve difficult issues and leverage data and learnings to drive continuous improvement.
• Skilled at navigating through ambiguity and leading teams and organizations through change.
• Proven success partnering across HR teams, creating effective partnerships at all levels and collaborating at an operational level.
• Possess a talent enablement perspective rooted in diversity, equity, and inclusion and prioritizes the employee experience.

Nice To Haves

• Master’s degree in Human Resources Management
• Previous experience using Oracle's HCM HRIS.
• Learning design and facilitation experience in a manufacturing or related setting.
• Society for Human Resources Management (SHRM), Certified Professional (SHRM-CP)
• SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or equivalent

Responsibilities

• Onboarding Strategy Support & Enhancement: Lead the continuous enhancement of onboarding programs with support from the Sr Manager – Talent Development. Develop customized learning structures to customize onboarding experiences tailored to specific departments. Infuse the onboarding experience with elements that reflect the organization's culture, values, and mission. Incorporate impactful learning experiences that successfully incorporate new team members in their functional groups, setting them on a path toward future success.
• Learning Pathways Development: Lead the development of holistic learning pathways encompassing essential skills, skills for future development, company culture, and more with support from the Sr Manager – Talent Development. Support the design of specialized training modules addressing knowledge barriers to facilitate effective knowledge transfer for new team members in specialized areas.
• Collaborative Onboarding Partnership: Cultivate strong relationships and open lines of communication with leaders and teams across different functional areas, helping to develop impactful onboarding experiences catered to specific functional areas. Facilitate cross-functional collaboration to ensure that onboarding processes, tools, and resources are aligned and integrated, fostering a unified and consistent experience for new team members. Work with the Talent Enablement team, subject matter experts, and partners to deliver exceptional support for each function's onboarding process.
• Executive Onboarding & Integration: Support specialized onboarding programs tailored for executive leadership, ensuring seamless integration, alignment with organizational vision and strategy, and accelerated leadership effectiveness. Collaborate closely with executive stakeholders, HR leadership, and external partners to design executive onboarding experiences that foster executive success, facilitate strategic decision-making, and cultivate a cohesive executive team culture. Provide ongoing support, guidance, and resources to executives during their onboarding journey with the goal of driving efficient integration and establishing a path towards long-term retention. Recommend enhancements to existing programs.
• Global Onboarding Alignment: Establish a core set of global onboarding standards and best practices, ensuring consistency in essential elements such as compliance training, company values, and organizational policies. Simultaneously, allow flexibility and customization at the regional or departmental level to accommodate unique cultural, regulatory, or operational considerations. Implement robust feedback mechanisms and evaluation processes to continuously assess the effectiveness of the global onboarding strategy. Gather insights from partners in international business units to identify areas for improvement, iterate on the onboarding approach, and ensure alignment with evolving business objectives and global trends.
• Onboarding Program Evaluation: Administer feedback surveys to track new hire engagement, satisfaction, and retention rates to gauge the impact of the onboarding strategy. Utilize data-driven insights to identify areas of strength and opportunities for enhancement, guiding strategic decision-making and resource allocation.
• Onboarding Continuous Improvement: Proactively monitor onboarding trends and best practices with a Talent Enablement Lense. Stay abreast of industry insights to continually refine and enhance the new hire integration process. Regularly report insights to leaders to optimize organizational effectiveness.
• Compliance: Understand and comply with all applicable Company policies and rules.
• Maintain regular and punctual attendance.
• Attend in-person or virtual meetings as requested or required.
• Communicate effectively and respectfully with others.
• Other responsibilities as assigned.

Benefits

• Health and Welfare Benefits: Medical & Prescription, Dental, Vision, Health Care and Dependent Care Flexible Spending Accounts, , Health Savings Account (HSA), Group Life Insurance, optional Supplemental Life and AD&D Insurance, Wellbeing Resources including Employee Assistance Program and Family Forming Benefits (i.e., Adoption and Fertility support)
• Leave Benefits: Vacation Time, Sick Time, Paid Holidays and Company Shutdown days, Short-Term Disability, Long-Term Disability, Other Leaves, Paid Parental Time and Military Leave
• Retirement Benefits: 401(k) Retirement Savings and Employee Stock Ownership Plan (KSOP) offering traditional and Roth 401(k) options and an Employee Stock Ownership Plan (ESOP) component; KSOP participants can receive annual ESOP company contributions of over 11% of eligible earnings (3% Core, up to 3.5% Match, Variable Periodic).

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 1,001-5,000 employees