Onboarding Specialist

Lucky Strike Entertainment•Mechanicsville, IA

2d•$58,000 - $65,000•Remote

About The Position

Lucky Strike Entertainment is looking for an Onboarding Specialist to join our Talent Acquisition team and own the new hire and manager experience from offer acceptance through the critical first 90 days. Reporting directly to the Director of Talent Acquisition, this role closes the loop between recruiting and retention, ensuring the people we work hard to hire actually stay and thrive. This person will conduct new hire check-ins directly, and just as importantly, will coordinate with and hold accountable the broader HR, training, and field operations teams who own their own piece of the onboarding and check-in process. Success in this role means every new hire has a consistent, well-supported experience no matter which department is responsible for a given touchpoint.

Requirements

2+ years of experience in onboarding, HR, talent acquisition, or a related people function
Proven ability to coordinate across departments and hold peers or partner teams accountable without direct authority over them
Strong track record of building or improving structured processes, not just following them
Comfortable having direct, sometimes difficult conversations with managers and partner departments about how they're showing up for new hires
Data-comfortable: able to track trends, build simple dashboards, and tell a story with numbers
Excellent written and verbal communication; able to flex between corporate leadership, frontline managers, and cross-functional partners
Self-starter who can manage a high volume of concurrent onboarding cycles across multiple locations and departments
Genuine curiosity about what makes people stay, and sticks with problems until finding the actual root cause

Nice To Haves

multi-unit or hospitality/entertainment experience a plus

Responsibilities

Design, deliver, and continuously improve a structured onboarding journey for new hires across corporate, field, and hourly roles
Conduct proactive new hire check-ins at key milestones (day 1, week 1, 30/60/90 days) to surface early flight risk, confusion, or unmet expectations before they become turnover
Coordinate the onboarding and check-in responsibilities owned by HR, Training, and Field Operations, ensuring each team completes their portion on time and to standard
Hold partner departments accountable for their piece of the onboarding experience, escalating gaps or missed check-ins to the appropriate leader when needed
Partner directly with hiring managers to prepare them for onboarding a new team member, including pre-start checklists, 30/60/90-day planning templates, and manager readiness coaching
Track and report on onboarding completion, check-in status by department, and early attrition trends, feeding data directly into TA's leadership reporting
Identify patterns across venues, roles, or departments where onboarding gaps are contributing to turnover, and recommend targeted interventions
Build and maintain onboarding resources (guides, quick reference guides, video walkthroughs) for new hires, managers, and partner departments
Serve as the central point of contact when a new hire's early experience signals risk, looping in TA leadership, HR, or site leadership as needed
Work closely with TAMs, Sr. TAPs, and TAPs to ensure a seamless handoff from recruitment to onboarding, closing the loop on quality of hire
Support rollout of onboarding-related initiatives tied to the broader retention strategy, particularly around manager relationship quality and structured feedback