Recruiting and Onboarding Specialist

The Recruiting and Onboarding Specialist leads and manages full-cycle recruitment, supports employee relations and compensation-related functions to ensure BestCare attracts hires, and retains high-quality talent. This role serves as a strategic partner to leaders by delivering an exceptional candidate and employee experience; ensuring compliance with federal, state, and organizational requirements; and providing support for onboarding, offboarding, personnel record management, and assigned special projects. 

ESSENTIAL FUNCTIONS:  

RECRUITMENT & TALENT ACQUISITION 

• Manage the Recruitment Module within the HRIS Talent Acquisition platform, including workflows, job posting templates, communication notices, and system processes. 
• Partner with leaders to support requisitions by updating job descriptions, posting vacancies, ensuring timely removals, and aligning hiring needs with organizational goals. 
• Identify and utilize effective recruiting boards and sourcing strategies based on position requirements. 
• Actively engage in outreach, networking, and recruiting activities to build talent pipelines. 
• Represent BestCare at job and career fairs that provide meaningful return on investment. 
• Participate in interviews as needed and provide guidance and training to supervisors on recruitment best practices. 
• Monitor, manage, and report on recruitment activities and metrics; proactively communicate progress and barriers to stakeholders and the human resources team, as appropriate. 
• Tactfully drive the hiring process, ensuring credentials are collected, filed, and routed to Credentialing staff in a timely manner. 
• Deliver an outstanding candidate’s experience across the entire recruitment lifecycle, serving as BestCare’s first point of contact for applicants and inquiries. 
• Communicate professionally and consistently with candidates via multiple channels, including status updates for non-selected applicants. 
• Conduct prescreening interviews to confirm candidate qualifications and eligibility. 
• Develop and review interview questions in accordance with regulations, organizational standards, and best practices. 
• Coordinate interview scheduling, reference checks, and background checks in collaboration with hiring managers and interview teams.  Support executive team with preparation for interviews (room set-up, material printing, greeting candidates) 
• Prepare conditional offer letters and ensure completion of onboarding and background authorization processes. 
• Communicate status of background checks to candidates and internal stakeholders. 

ONBOARDING AND EMPLOYEE LIFECYCLE LIASON 

• Launch Pre-employment Onboarding Events in the HRIS system. 
• Facilitate communication between departments to ensure a smooth onboarding experience for the new employee and internal stakeholders. 
• Facilitate weekly onboarding meetings with new employees on their first day, with IT and HR 
• Coordinate and facilitate monthly NEO (new employee orientation), in conjunction with Training and Development Coordinator, and NEO facilitator group 
• Monthly check-ins with new employees throughout their first 6 months 
• Conduct employee stay interviews and exit interviews 
• Ongoing evaluation and improvement of onboarding processes 

BUSINESS AND STRATEGIC ADVISORY 

• Provide consultation to leaders on recruitment processes, policy, technology, labor market trends, and best practices. 
• Act as a strategic partner by using recruitment data and market insights to support workforce planning and identify future talent gaps. 
• Drive continuous improvement of recruitment systems and processes to enhance efficiency, scalability, and candidate experience. 
• Champion BestCare’s employer brand and support hiring managers in representing the organization’s culture and mission. 
• Oversee, manage, and provide updates on all team recruitment activities and metrics. 
• Communicate consistently and proactively with hiring managers and key stakeholders to ensure alignment and remove barriers. 
• Tactfully drives the hiring process to meet KPIs and metrics. 

OTHER RESPONSIBILITIES 

• Create employee profiles in the HRIS and complete onboarding preparation steps in accordance with federal, state, and organizational record retention requirements. 
• Support offboarding processes. 
• Monitor and maintain promotional swag for job fairs, onboarding new employees, and other approved recognition/rewards initiatives. 
• Assist with personnel related projects and/or program audits. 
• Participate in salary surveys, evaluating wage offers for hires, transfers, and promotions, and conducting pay equity analyses to ensure internal equity and market competitiveness. 
• Support other HR team members with various duties when needed. 
• Perform other duties as assigned.