Onboarding Specialist

Compu Dynamics•Chantilly, VA

11d•$68,000 - $90,000

About The Position

The Onboarding Specialist owns day-to-day execution of the new-hire onboarding experience from offer acceptance through the employee’s first 60 days. This role is the primary point of contact for new hires before their start date, ensures Day 1 readiness, and coordinates first-week orientation, ramp plans, and 30-, 45-, and 60-day touchpoints aligned with the 60-day probationary period. Talent Management owns the onboarding experience, while HR handles transactional steps such as Paylocity setup, I-9 completion, benefits enrollment, and policy acknowledgments. The specialist coordinates onboarding logistics and training, including equipment, vehicles, IT access, travel, role-specific training, cultural orientation, and safety orientation. The role also introduces career paths, gathers new-hire feedback, tracks early retention and onboarding progress, and identifies ramp risks or process breakdowns. It is based primarily in a standard office environment, with occasional travel to offices and project sites for orientation and new-hire check-ins.

Requirements

Bachelor’s degree or equivalent experience.
At least 2 years of experience in onboarding, HR or recruiting coordination, or operations coordination.
Highly organized, with a track record of managing many moving pieces against firm deadlines.
Clear, warm, professional communication with new hires, managers, and internal teams.
Comfort with Microsoft Office and tracking work in shared systems.
Ability to handle confidential employee information with discretion.

Nice To Haves

Experience with Paylocity and Greenhouse.
Experience onboarding a field, construction, or multi-site workforce.
Experience coordinating IT and equipment setup for new employees.

Responsibilities

Receive the Talent Acquisition handoff when an offer is accepted; do not participate in sourcing or recruiting.
Track each new hire’s status through onboarding stages and own onboarding checklists, trackers, and status reports.
Maintain onboarding curriculum content with the Learning & Development Manager and ensure role-specific training is scheduled before Day 1.
Feed new-hire ramp feedback into training improvements and build onboarding for newly hired and promoted leaders.
Serve as the single point of contact for each new hire from offer acceptance through Day 1.
Own pre-onboarding communications about expectations, start date, reporting location, and first-day details.
Request equipment, vehicles, and IT access for new hires, confirm readiness before Day 1, and follow up until tickets are complete.
Schedule each new hire’s first week using the standard orientation agenda and role-specific items from the hiring manager.
Coordinate travel and logistics for new hires starting away from headquarters or traveling for orientation.
Coordinate with the HR Generalist on the division of onboarding experience and HR transactions; follow up directly with new hires when compliance items are outstanding.
Facilitate cultural orientation and ensure safety orientation is completed during each new hire’s first week.
Hand new hires off to their hiring manager and team after Day 1, then own ramp plans, 30-, 45-, and 60-day touchpoints, and check-ins.
Send probationary review reminders to the hiring manager and HR at Day 45 and confirm reviews are completed before Day 60.
Collect new-hire feedback through check-ins and 30- and 60-day surveys, and flag experience issues to the Talent Manager.
Deliver a first-60-days experience that reflects the employee value proposition.
Introduce career paths and progression matrices during onboarding.
Forecast onboarding volume from the hiring plan and track early retention and 60-day survey results.
Flag ramp risks to the hiring manager and Talent Manager before the probationary period ends.
Coach new hires and their managers through the ramp period.
Flag recurring onboarding breakdowns and recommend process fixes to the Talent Manager.

Benefits

Medical, dental, and vision insurance, with coverage effective the first of the month following hire.
401(k) retirement plan with automatic 3% enrollment at hire, company match up to 4%, and profit-sharing opportunities.
Employer-paid life insurance equal to one times salary.
Short-term disability fully paid by the company.
Voluntary benefits including long-term disability, supplemental life insurance, accident, critical illness, and hospital indemnity coverage.
Paid time off accruing up to 160 hours (four weeks) annually, beginning after 60 days of employment.
Seven company-observed paid holidays plus a floating holiday.
Eight hours of paid birthday time off during the employee’s birthday month.
Paid parental leave: eight weeks of maternity leave and two weeks of paternity leave, concurrent with FMLA.
Forty hours of paid volunteer time annually for community service.
Boot reimbursement up to $150 annually, available from the first day.
Tool reimbursement of $250 annually, available after 60 days.
Tuition reimbursement up to $5,000 annually for approved educational programs.