Senior Specialist, Talent Programs & Onboarding

Description

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

ESSENTIAL DUTIES AND RESPONSIBILITIES:

End-to-End Onboarding

• 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

Quality of Hire & Early Talent Metrics

• 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

Hiring Manager Enablement

• 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

New Hire Orientation (NHO)

• 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

Talent Programs & Early-Career Initiatives

• 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

Talent Experience & Employer Brand Support

• 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

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES:

• 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 in