Senior Specialist, Talent Programs & Onboarding

RxSight, Inc.•Aliso Viejo, CA

just now

About The Position

RxSight® is an ophthalmic medical technology corporation headquartered in Aliso Viejo, California that has commercialized the world’s first and only adjustable intraocular lens (IOL) that is customized after cataract surgery. The company’s mission is to revolutionize the premium cataract surgery experience by allowing surgeons to partner with their patients to achieve optimized results for every unique eye. OVERVIEW: The Senior Specialist, Talent Programs & Onboarding is responsible for designing, owning, and continuously improving the end-to-end onboarding and early talent experience at RxSight. This role ensures that every new hire, from offer acceptance through their first 90 days, is positioned to ramp effectively, feel engaged, and contribute meaningful impact as quickly as possible. Sitting within the Talent function, this role partners closely with Hiring Managers, Human Resources, and People leaders to deliver a consistent, scalable onboarding experience. This role plays a critical part in connecting recruiting outcomes to early performance and engagement, ensuring onboarding is measurable, repeatable, and directly supports RxSight’s broader Quality of Hire goals as the organization grows.

Requirements

Knowledge of onboarding and early talent lifecycle best practices (offer through 90 days)
Ability to design and scale talent programs end-to-end
Strong project management and organizational skills
Ability to partner with and influence hiring managers
Data-driven mindset with ability to track and interpret talent metrics
Strong facilitation, communication, and presentation skills
Ability to translate assessment and engagement data into practical guidance
Comfort operating in a fast-paced, evolving environment
High level of judgment and discretion with employee and candidate information
Serves as a program owner and subject matter expert, influencing stakeholders without direct authority
May oversee contractors, interns, or future program roles as the Talent function scales
Bachelor’s degree in Human Resources, Business, Psychology, or a related field with 5+ years of relevant experience; or a Master’s degree with 3+ years of relevant experience; or an equivalent combination of education and experience
Minimum of 3 years of experience in Talent, HR, onboarding, or people programs, with demonstrated ownership of onboarding or employee experience initiatives
Experience owning programs, not just supporting execution
Experience working with hiring managers and cross-functional partners
Complete required training per the training plan for this position as maintained in the document control system.
Complete training requirements for TRN-10007 Insider Trading Policy, TRN-10008 Global Anti-Bribery and Anti-Corruption Policy, and TRN-10009 Code of Business Conduct and Ethics within 30 days of the hiring date and annually thereafter.

Nice To Haves

Experience in a growing or changing organization preferred
Experience with talent assessments (PI Inspire or similar preferred)
Prior experience using SmartSheet is a plus.

Responsibilities

Own the full onboarding lifecycle from offer acceptance through day 90, ensuring a seamless and consistent experience across roles and functions
Design and maintain standardized 30/60/90 day onboarding plans, tailored by role and function
Partner with Hiring Managers to customize onboarding plans and ensure completion of 30/60/90 day check-ins
Track onboarding completion and effectiveness through defined metrics and systems
Own onboarding for international (OUS) hires through the Employer of Record (EOR), including system setup, coordination with in-country partners, and facilitation of onboarding and NHO experiences
Own onboarding-related inputs into the Quality of Hire (QoH) framework, ensuring Talent has end-to-end visibility into early performance outcomes
Track and analyze metrics such as: New hire engagement and satisfaction Time-to-productivity and ramp speed Early attrition and onboarding completion rates
Administer and analyze 30/60/90 day new hire surveys in Paylocity, surfacing early insights, feedback, and trends
Partner with Talent and HR leadership to identify trends and continuously improve onboarding programs
Design and deliver hiring manager enablement programs focused on effective onboarding and early employee success
Serve as the internal SME for Predictive Index (PI) Inspire, training managers on how to interpret and apply insights during onboarding and early development
Provide tools, guidance, and best practices to ensure managers are equipped to support new hires effectively
Own, facilitate, and continuously evolve New Hire Orientation for both U.S. and international hires, to ensure it is engaging, informative, and scalable
Partner with cross-functional leaders to ensure NHO content reflects company priorities, culture, and growth stage
Balance consistency with flexibility as the organization grows and expands globally
Lead early-career and internship programs, including onboarding, experience design, and manager support
Partner with Talent Acquisition on referral programs, ensuring a strong employee experience and clear participation metrics
Support candidate experience mapping to ensure alignment between recruiting promises and onboarding reality
Own new hire swag programs, including budget management, spend tracking, and coordination with Marketing on design, ordering, and fulfillment
Partner with Talent and Marketing on select talent experience and employer branding initiatives, such as: Culture content or similar storytelling programs Recognition or engagement programs that reinforce culture and values
Ensure onboarding and early talent programs reinforce employer brand internally and externally