Recruitment, Training, & Onboarding Specialis

SPS Health LLC•Mendota Heights, MN

3d•$60,000 - $65,000•Hybrid

About The Position

The Recruitment, Training & Onboarding Specialist is responsible for building and sustaining a high-performing independent contractor driver workforce to support new client implementations, expanding accounts, and ongoing operational needs. This role serves as the primary owner of the driver recruitment lifecycle—from workforce planning and candidate sourcing through contracting, onboarding, training, and early-stage retention. Working closely with Regional Account Managers (RAMs), Regional Account Coordinators (RACs), Logistics Coordinators (RACs), and Operations Leadership, this position develops proactive recruiting strategies, manages recruiting budgets and advertising platforms, coordinates implementation staffing plans, and oversees driver onboarding and training programs. In addition, this role is responsible for developing and delivering training programs for newly hired drivers and internal field operations team members, ensuring consistent operational execution, compliance, and readiness across the organization. The Specialist's partnership with field operations begins with workforce planning and recruitment and extends through onboarding, training, and operational readiness for both drivers and field operations personnel, ensuring successful deployment and transition into ongoing operational support.

Requirements

Bachelor’s Degree in Business, Logistics, Healthcare Administration, or related field preferred.
3-5 years of experience in client services, implementation, logistics, or compliance-related roles.
Minimum three years of experience in recruiting, workforce management, onboarding, operations, logistics, healthcare services, or a related field.
Experience managing recruiting platforms, advertising budgets, and hiring pipelines.
Experience developing and delivering onboarding and training programs.
Demonstrated ability to create content, standard operating procedures, instructional materials, and learning resources for operational trams.
Strong organizational, project management, and communication skills.
Ability to manage multiple priorities and deadlines in a fast-paces environment.
Proficiency with Microsoft Office Suite and workforce management systems.

Nice To Haves

Preferable experience with pharmacy or pharmacy benefit management industry and managing customer interaction via Salesforce or another CRM tool.
Experience developing, facilitating, and administering training programs for both contractor and employee populations preferred.
Experience with Dispatch Science, Openforce, Monday.com, Indeed, or similar platforms preferred.

Responsibilities

Partner with RAMs, RACs, LCs, and Operations leadership to identify workforce needs for new client launches, account growth, and replacement hiring.
Develop & execute recruiting strategies to attract qualified independent contractor drivers in target markets.
Build and maintain recruiting pipelines & baselines to support workforce readiness and operational growth.
Track, analyze, and report recruiting performance, staffing levels, workforce capacity, and hiring trends to Operations and Leadership.
Screen and evaluate driver candidates against operational, compliance, safety, and client-specific requirements.
Review candidate qualifications, documentation, availability, market fit, and readiness for onboarding.
Coordinate with Operations Leadership to assess candidate suitability and support timely selection decision.
Manage recruitment advertising strategies, budgets, and sourcing channels across multiple platforms.
Administer company recruiting accounts, including job posting creation, optimization, applicant management, and spend oversight.
Manage distribution of driver identification materials and handle verification requests for new client implementation.
Manage daily driver onboarding activities through contractor management platforms (CMPs).
Coordinate contractor documentation, onboarding invitations, compliance requirements & issue resolution to ensure timely workforce readiness.
Develop, implement, and continuously improve driver onboarding and training programs.
Customize training content to meet client-specific operational, compliance, and delivery requirements.
Coordinate training activities with field leadership and validate driver readiness prior to activation.
Create and maintain driver profiles within route optimization and dispatch systems.
Develop training exercises, onboarding communications, and instructional resources.
Provide onboarding support, coaching, and troubleshooting throughout the training process.
Deliver onboarding and training for both new client implementations and existing accounts.
Develop, coordinate, and deliver training programs for newly hired field operations team members, including Regional Account Coordinators, Logistics Coordinators, and other operational personnel as needed.
Create standardized training materials, job aids, process documentation, and operational reference guides for both drivers and field operations staff.
Facilitate instructor-led, virtual, and field-based training sessions to support employee onboarding and operational excellence.
Assess trainee competency and readiness through evaluations, observations, and follow-up coaching.
Partner with Operations Leadership to identify training needs and implement continuous learning initiatives that support operational performance and client requirements.
Support workforce readiness planning for new client launches and implementation activities.
Maintain implementation boards, staffing trackers, and launch checklists.
Document staffing status, onboarding milestones, and launch readiness updates.
Develop and maintain a Driver Workforce Scorecard that measures performance throughout the driver lifecycle.
Monitor and report workforce retention, engagement, and performance metrics, including 30-, 60-, and 90-day retention.
Conduct new driver follow-up activities and gather workforce feedback to identify improvement opportunities.
Support retention initiatives, workforce development programs, and exit interview processes.