Onboarding Specialist - Bilingual

Pilgrim's•Ellijay, GA

17h•Onsite

About The Position

The Onboarding Specialist is responsible for managing the overall experience of new hires from day 1 to 60 days or until the new hire becomes qualified. This role involves demonstrating hands-on training techniques, tracking new hire progress, fostering positive relationships, and ensuring adherence to company values and safety protocols. The specialist will work closely with supervisors and HR to review the production process and new hire performance, aiming to meet key performance indicators related to retention, safety, and timely qualification.

Requirements

Must be able to effectively communicate with professionalism.
Ability to present ideas, concepts, issues, concerns, and questions in a well thought out, positive, and professional manner to employees.
Ability to establish and maintain effective working relationships with coworkers and others.
Excellent organizational and time management skills.
Ability to work independently; disciplined, confident and self-starter.
Must be willing to work in a plant/industrial environment.
Must be able to work in hot/cold areas, stand for long periods of time, and know how to perform all jobs in the area.
Successful candidates spend 90-95% of their time on the production floor with the new hires.
Knowledgeable in all duties of the specific department.
Must have a great attendance record and be in good standing.
Ability to perform essential duties satisfactorily.
Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Nice To Haves

Previous training experience preferred.

Responsibilities

Manage the overall experience of new hires from day 1 to 60 days or when the new hire becomes qualified.
Demonstrate hands-on training techniques for new hires during the onboarding period.
Make recommendations to the Onboarding Supervisor about individual training needs, concerns, and special circumstances.
Administer and track all new hires floor training to include hours of training per week, qualification status, attendance, and turnover.
Foster new hire/supervisor relationships.
Develop and promote positive working relationships with new hires, peers, and leaders.
Meet with supervisors, Human Resources, and coordinators to review the production process and new hire performance.
Fulfill key performance indicators: 30- and 60-day retention, minimum of 2 Safety Observations per week, 30-day Glint survey, and other metrics as assigned.
Instill all Pilgrims values.
Ensure trainees are qualified timely.
Ensure weekly meetings with new hires and management are completed.
Follow up with superintendent and training supervisor on any new hire issues.
Focus all attention and resources on new hires and their successful onboarding.