Onboarding Specialist

Lucky Strike Entertainment•Mechanicsville, VA

12d•Remote

About The Position

Lucky Strike Entertainment is seeking an Onboarding Specialist to join their Talent Acquisition team. This role will be responsible for the new hire and manager experience from offer acceptance through the first 90 days. The Onboarding Specialist will work to ensure new hires stay and thrive by conducting new hire check-ins and coordinating with HR, training, and field operations teams to ensure a consistent and well-supported onboarding experience for all new employees, regardless of department.

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.
Strong track record of building or improving structured processes.
Comfortable having direct conversations with managers and partner departments about their role in onboarding.
Data-comfortable: able to track trends, build simple dashboards, and interpret data.
Excellent written and verbal communication skills.
Self-starter who can manage a high volume of concurrent onboarding cycles across multiple locations and departments.
Genuine curiosity about employee retention and problem-solving.
Multi-unit or hospitality/entertainment experience is 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 identify early flight risk, confusion, or unmet expectations.
Coordinate the onboarding and check-in responsibilities owned by HR, Training, and Field Operations, ensuring timely and standard completion.
Hold partner departments accountable for their onboarding responsibilities, escalating gaps or missed check-ins as needed.
Partner with hiring managers to prepare them for onboarding new team members, providing checklists, planning templates, and coaching.
Track and report on onboarding completion, check-in status, and early attrition trends.
Identify onboarding gaps contributing to turnover and recommend targeted interventions.
Build and maintain onboarding resources for new hires, managers, and partner departments.
Serve as the central point of contact for early new hire experience risks, involving relevant leadership.
Ensure a seamless handoff from recruitment to onboarding with Talent Acquisition Managers (TAMs) and Specialists (TAPs).
Support the rollout of onboarding initiatives tied to the broader retention strategy.