Workforce Training & Retention Coordinator

AbiMar Foods, Inc•Abilene, TX

1d•Onsite

About The Position

The Workforce Training and Retention Coordinator is responsible for supporting the onboarding, integration, engagement, and early retention of entry-level manufacturing employees within the plant operation. This role focuses primarily on reducing early turnover by ensuring new employees receive structured support during their first days, weeks, and months in the organization. The position acts as a bridge between new hires, supervisors, operations leadership, and HR to improve workforce stability and employee experience in a fast-paced manufacturing environment. The role is highly floor-oriented and operationally connected, requiring daily interaction with production employees and frontline leadership teams.

Requirements

A high school diploma is required.
Experience in manufacturing, HR support, workforce engagement, onboarding, or employee relations is preferred.
Strong interpersonal and communication skills.
Ability to build trust with frontline employees.
Bilingual English/Spanish is strongly preferred.
Comfortable working in a fast-paced 24/7 manufacturing environment.
Strong observational and problem-solving skills.
Approachable.
Empathetic.
Highly observant.
Operationally minded.
Proactive.
People-oriented.
Comfortable spending significant time on the production floor.
This role is not primarily administrative. Success depends heavily on relationship building, floor presence, early issue detection, and operational partnership.

Nice To Haves

Experience in manufacturing, HR support, workforce engagement, onboarding, or employee relations is preferred.
Bilingual English/Spanish is strongly preferred.

Responsibilities

Welcome and support new employees during onboarding and plant integration.
Give basic operation training for new employees at his/her position.
Conduct structured follow-ups during the first 24 hours, first week, first 30 days, and first 90 days.
Help new hires adapt to plant expectations, schedules, culture, and work environment.
Build trust and maintain close communication with entry-level employees.
Identify early signs of disengagement, attendance issues, or turnover risk.
Escalate concerns proactively to HR and Operations leadership.
Support supervisors and leads in improving employee retention within their teams.
Help reduce early turnover and improve workforce stability.
Conduct stay interviews and exit conversations with employees.
Analyze turnover trends by shift, line, supervisor, department, and tenure.
Provide actionable recommendations to leadership teams.
Work closely with Production Supervisors, Lead Operators, HR, and Training teams.
Maintain strong floor presence across shifts and departments.
Support initiatives related to workforce engagement and employee experience.