Human Resources Onboarding and Retention Specialist in Springfield, Georgia at Effingham Hospital, Inc.

JOB SUMMARY

Under the direction of the Director of Human Resources, the HR Onboarding and Retention Specialist coordinates and supports a structured, compliant, and engaging onboarding experience for new hires across Effingham Health System (EHS). This role helps ensure employees are effectively integrated into the organization through standardized onboarding processes, timely follow-up, and collaboration with leaders to strengthen early engagement, performance readiness, and long-term retention. The position also supports compliance and audit readiness by aligning onboarding and retention practices with Joint Commission standards, applicable federal and state regulations, and organizational policies. Key areas of focus include pre-boarding, orientation, introductory-period assessments, employee engagement follow-up, and milestone monitoring at critical points throughout the employee lifecycle.

STANDARDS OF PERFORMANCE

Onboarding Coordination and Compliance

• Schedule and conduct new hire intake appointments; review, collect, and validate required documentation; and ensure timely completion of pre-employment requirements, including background history checks, licensure and certification primary source verification, and onboarding documentation, in alignment with organizational policy and regulatory standards.
• Facilitate onboarding and orientation presentations that clearly communicate policies, expectations, and required next steps to support a structured transition into the organization.
• Create and maintain accurate HR personnel files and conduct new hire file audits using established checklists to ensure completeness, documentation accuracy, and compliance with organizational policies, regulatory standards, and onboarding requirements.
• Conduct and document initial new hire and monthly employee OIG exclusion clearance checks to verify workforce eligibility and support ongoing regulatory compliance.

Orientation Logistics and New Hire Support

• Coordinate orientation logistics, including scheduling sessions, preparing materials, confirming facility access, and ensuring required resources are ready to support a smooth new hire experience.
• Support computer lab onboarding sessions by assisting new hires with system access, online training modules, and completion of assigned onboarding activities.
• Conduct hospital tours and coordinate department introductions to help new hires become familiar with key locations, operational workflows, team contacts, and organizational resources.
• Serve as the primary point of contact for new hires throughout onboarding and the introductory period by providing timely guidance, answering questions, and helping resolve concerns that may affect engagement, readiness, or retention.

Workflow Alignment and Milestone Monitoring

• Maintain alignment between onboarding workflows, recruitment activities, and hiring timelines to ensure a coordinated transition from offer acceptance through the employee’s start date.
• Coordinate onboarding from pre-boarding through the first year by monitoring key milestones at 30, 60, and 90 days, six months, and one year.
• Document outcomes and ensure prompt follow-up on identified concerns, development needs, engagement barriers, or retention risks.

Employee Engagement and Retention

• Facilitate a welcoming, structured onboarding experience that supports new hire engagement, readiness, and early connections to the organization.
• Support new hire integration into departmental workflows and organizational culture by coordinating with leaders, reinforcing role expectations, and helping employees connect with key resources, team processes, and workplace norms.
• Conduct routine HR employee rounding across departments to assess engagement, job satisfaction, and workplace concerns; reinforce HR visibility and organizational support; document outcomes; and escalate trends, risks, or unresolved concerns as appropriate.
• Conduct structured stay interviews to proactively identify retention risks and engagement drivers; administer and analyze employee satisfaction and pulse surveys; and translate findings into actionable insights and targeted retention strategies.
• Schedule and coordinate employee engagement programs, including 90-Day Coffee with the CEO forums, to support early connections, encourage open feedback, and identify opportunities to strengthen the new-hire experience.

Manager Partnership and Process Improvement

• Clearly communicate onboarding expectations, timelines, and requirements to employees and managers to promote shared understanding, timely completion of required activities, and a coordinated onboarding experience.
• Partner with managers to reinforce accountability for onboarding and employee engagement practices by monitoring compliance and ensuring timely completion, documentation, and follow-up on required activities.
• Identify trends and concerns that may impact early retention, escalate issues as appropriate, and partner with HR leadership to recommend process improvements based on data, feedback, and observed onboarding outcomes.

Other Duties and Organizational Support

• Perform other related duties as assigned to support Human Resources operations, organizational priorities, and the continued effectiveness of the onboarding and retention function.
• Assist with special projects, employee engagement events, and organizational initiatives, including holiday celebrations, Family Fun Day, health fairs, gala activities, charity committee efforts, employee service awards, and similar programs that support workforce connection and organizational culture.

Core Competencies

• Onboarding & Compliance Management
• Employee Engagement & Retention Strategy
• Process Improvement & Workflow Optimization
• Communication & Customer Service
• Attention to Detail & Documentation Accuracy
• Collaboration & Cross-Functional Coordination

Minimum Level of Education: Candidates must meet one of the following education and experience pathways:

• Bachelor’s degree in human resource management, Business Administration, or a related field, plus at least two years of experience supporting or managing human resources functions preferred.
• High school diploma or equivalent, plus at least five years of directly related experience in recruitment, employee engagement, employee relations, or HR operations.

Formal Training: Training or demonstrated experience in the following areas is required: critical thinking, problem solving, analytics, planning, organization, implementation, facilitation, interviewing, counseling, and effective verbal and written communication.

Licensure, Certification, Registration: Human Resources Certification is highly preferred

Work Experience: Candidates must have a minimum of two to five years of relevant human resources experience, or an equivalent combination of HR experience and training. Relevant experience may include recruitment, HR operations, employee engagement, and employee relations. Prior experience in a healthcare setting is preferred.

Computer Skills: Basic Computing and Applications literacy with the capability to effectively use Microsoft computer software, including Outlook, Word, Excel, and PowerPoint.