Onboarding & New Hire Experience Specialist

Applications due August 21st, 2026

Goodwill of Colorado

    Job Description

Pay: $26/hour

This position is eligible for Daily Pay!  Work today, get paid today! We’ve partnered with DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule.

Work Schedule: Full-time, Monday-Friday 8am-5pm; hybrid work schedule Monday, Tuesday, Thursday in-office / Wednesday & Friday remote

JOB SUMMARY: 

The  Onboarding & New Hire Experience Specialist serves as the front door to the organization’s talent function, leading intake, coordination, and onboarding experiences across all divisions, including Retail, Corporate, Community Impact, and Business Services.

This role is responsible for managing the entry point of all hiring and onboarding activities, ensuring that candidates, hiring leaders, and internal partners are guided through a seamless, efficient, and mission-aligned experience. This position plays a critical role in shaping how new hires enter and integrate into the organization with full-cycle onboarding execution.

Operating at an enterprise level, the Specialist collaborates cross-functionally to ensure hiring and onboarding practices are consistent, compliant, people-centered, and aligned with organizational strategy, while also identifying opportunities to improve processes and influence outcomes.

ESSENTIAL FUNCTIONS:

Enterprise Talent Intake Ownership

• Serve as the primary intake point for all onboarding activities across Retail, Corporate, Community Impact, and Business Services.

• Guide leaders through onboarding processes, setting clear expectations for timelines, requirements, and next steps.

• Ensure accuracy, completeness, and compliance of all intake data within ATS (UKG), background packages, and onboarding systems to ensure no delays or gaps in readiness.

• Communicate proactively with candidates to provide updates and support throughout the hiring journey. Offer assistance across HR functions as needed, contributing to a collaborative and responsive team environment.

• Collaborate with the Talent Acquisition & Retention Manager on escalated background reviews while maintaining accuracy and confidentiality.

• Identify onboarding trends, gaps, and inefficiencies, providing recommendations to improve workforce planning and hiring outcomes.

Full Lifecycle Onboarding & New Hire Experience

• Own and coordinate the end-to-end onboarding process, from offer acceptance through early employment (first 90 days).

• Design and enhance onboarding practices that improve engagement, retention, and time-to-productivity.

• Embed organizational mission, culture, and values into every stage of onboarding.

Enterprise Collaboration & Operational Alignment

• Collaborate across Talent Acquisition, HR, Learning & Development, and operational teams to ensure alignment of intake, hiring, and onboarding processes.

• Serve as a connector across functions, ensuring smooth handoffs from recruiting to onboarding.

• Provide insights and feedback to leaders to support data-informed onboarding decisions.

• Contribute to enterprise initiatives that improve talent operations and employee experience.

Candidate & Employee Experience Excellence

• Deliver a high-touch, people-centered experience that reflects the organization’s commitment to mission and community.

• Build trust and engagement with candidates and new hires through proactive communication and support.

• Identify and address experience gaps to ensure continuous improvement.

• Serve as a champion for equity, inclusion, and accessibility across all hiring entry points.

Compliance & Audit Readiness

• Ensure compliance with federal contracts, Affirmative Action requirements, and regulatory standards.

• Coordinate specialized intake processes related to program participants, trainees, and contract-specific roles.

• Maintain audit-ready documentation and escalate compliance risks as needed. 

• Immediately report any employee relations issues, potential compliance violations, or safety concerns to the HR Manager and potentially the relevant senior leader.

Process Improvement & Experience Design

• Evaluate and enhance onboarding workflows for efficiency, scalability, and consistency.

• Use data and feedback to identify opportunities for improving candidate flow, intake quality, and onboarding outcomes.

• Develop and maintain standard operating procedures and bes