Onboarding Cover Letter

Talent Acquisition & Onboarding Specialist, 07/2016 to 11/2016
ACCUWEATHER, INC. – State College, PA
  • Recruit top talent of all levels for a Global Digital Media company.
  • Promote and enhance employer brand.
  • Attended 2015 and 2016 LinkedIn Talent Connect.
  • Developed unified Onboarding Program company wide; Increased ROI, retention and company culture.
  • Optimized and unified Internship Program, maximizing company MBO's and intern experiences.
  • Updated and sharpened job descriptions company wide to align with Employer Brand.
  • Manage all job postings and approval workflows through Greenhouse Applicant Tracking System.
  • Manage Employee Referral Rewards Program.
  • Assist in analysis, and proposal of, annual budget reviews.
  • Ensured appropriate and effective Employee Relations procedures at all levels
  • Facilitated employee terminations and follow-up procedures
  • Optimize departmental onboarding procedures with IT, Legal, Accounting and all departments impacted by a new hire.
  • Optimize recruitment by exercising proactive, rather than reactive, recruitment strategies and develop a candidate pipeline.
  • Led a comprehensive Applicant Tracking training for 25 staff members.
  • Resolved employment-related disputes through proactive communication.
  • Handled understaffing, disputes and administering disciplinary procedures.

Talent Acquisition Coordinator, 03/2015 to 07/2016
ACCUWEATHER, INC. – State College, PA
  • Strategically recruit top talent for roles, including, but not limited to, Technical, Executive, Administrative, Meteorologists, Network, Research & Development, On-Air Talent and Business Intelligence.
  • Extend the company's candidate reach by developing relationships with school career services.
  • Attend career fairs and events to extend our community reach.
  • Develop and promote employer brand.
  • Schedule and coordinate interviews via Greenhouse Applicant Tracking System.
  • Employee of the Month Program - Strategized with HR Coordinator to build and evolve this program.
  • Coordinate travel accommodations for candidates.
  • Identified, analyzed and implemented a new Applicant Tracking System - Greenhouse.
  • Assisted in the implementation of HRIS and ATS integrations
  • Coordinated work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.

Recruiting and Training Manager, 05/2014 to 03/2015
  • Solely recruit, hire and onboard new employees for 8 different restaurants.
  • Perform 40+ interviews weekly.
  • Facilitated weekly New Hire Orientations for 8+ new hires.
  • Provide general human resource guidance for an employee base of 300+.
  • Proficiently track and correspond with 50+ applicants a week through a high volume applicant tracking system (TALEO).
  • Attend monthly career and job fairs.
  • Develop and enrich working relationships between the company and outside recruiting contacts.
  • Ensure all new hires are properly trained, and provide all necessary tools for each employee to succeed.
  • Analyzed and modified compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Coordinated work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations.

Recruiter, 02/2014 to 05/2014
  • Sort through and review a large volume of candidate resumes.
  • Identify desirable candidate skill sets and experience relevant to the positions.
  • Utilized AIRS (applicant tracking system) for interview scheduling and recruiting communications.
  • Guide candidates through our multi-step interview process.
  • Weekly procedure productivity conferences to evaluate and optimize candidate selection.

Employment Representative, 07/2013 to 09/2013
  • Restructured and implemented an on-boarding process for CTDI that allowed a more cohesive and streamline process for the Human Resources Department.
  • Appropriate candidate selection per each departmental need.
  • Guided population of 30+ new-hires per week through each crucial pre-employment steps, including, but not limited to

Human Resources Specialist, 09/2011 to 01/2013
  • Position control and postings for an employee population of 1500+.
  • Recruiting; Interviewing, Pre-employment screening and clearances.
  • Prepare and facilitate new colleague orientation; Present policies and procedures.
  • Assist new employees with setting up their accounts, and mandatory training.
  • Ensure timely entry of all employee evaluations into LAWSON.
  • Prepare and facilitate Annual Service Award Ceremony for colleagues.
  • On-board and orient new Residents for the MHS Residency Program.
  • Prepared the Human Resource Department for Joint Commission audit; Obtained 100%compliance.
  • Handled understaffing, disputes, terminating employees and administering disciplinary procedures.
  • Represented organization at personnel-related hearings and investigations.

Human Resources, Intern, 06/2011 to 09/2011
  • Prepared and provided all new hires with appropriate New Hire Paperwork
  • Coordinated New Hire Orientation, and assisted with the facilitation
  • Provided general HR guidance to employees 
  • Worked with department managers to ensure current licensure and certifications.

Intern, 05/2009 to 08/2009
  • Organized local and national daily news clips to assist the Congressman in keeping up with relevant current events.
  • Assisted in handling constituent inquiries and phone calls.
  • Compiled and maintained a constituent database of every 3000+ residents to ensure accurate residency files.
  • Responsible for handling the Congressman's RSVP's to invitations in a timely manner.

Bachelor of Arts: HUMAN RESOURCES , January 2012

Associate of Arts: BUSINESS MANAGEMENT , June 2009
Business Administration
I'm a Talent Acquisition and HR professional very passionate about optimal talent alignment and engagement. Employee satisfaction, employer branding and overall company moral is an integral part of any successful organization. I am dedicated to creating a professional environment in which people genuinely enjoy.
  • Employer Branding  
  • Strategic Onboarding  
  • Employee Relations
  • Networking
  • Proactive Recruitment 
  • New Hire Orientation
  • HR Analytics
  • Performance Management
  • Employee Engagement 
  • ATS / HRIS: Greenhouse / Taleo / ADP / Vibe / Lawson / Kenexa / Silk Road

Onboarding Specialist Resume Samples

Onboarding Specialists work for the human resources department of a company and are in charge for coordinating new hires. Essential job duties of an Onboarding Specialist are conducting orientation tours, administering on-the-job training, following up with employees, monitoring training progress, and handling employee information. A successful resume sample for Onboarding Specialist should showcase skills such as organization and planning, familiarity with job training processes, strong communication and interpersonal skills, multitasking, work prioritization, and knowledge of relevant software. Employers select resumes displaying human resources training.

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Square Payroll Onboarding Specialist

Manage and converted new merchants from other payroll providers to Square Payroll. Provided timely and exceptional customer support and training over phone and email. Provide Square Payroll team with constructive feedback to improve onboarding product and customer experience.

  • Identified common onboarding problems and proposed product changes which aims to decrease merchant and Square's onboarding time by 30%.
  • Streamlined operational onboarding process by adding workflow directly into Square Payroll's database as tasks instead of managing onboarding employers through a shared spreadsheet.
  • Lead onboarding for all alpha state merchants from Alaska, Florida, Nevada, New Hampshire, South Dakota, Tennessee and Texas.

Onboarding Specialist

  • Chosen as head onboarder in the implementation of Chase's contingent staffing agency (Chaseworks).
  • Interacted with various levels of candidates, human resources and hiring managers to schedule interviews, including candidate travel.
  • Maintained information in the Applicant Tracking System (Taleo) and other Human Resource Information Systems.
  • Accountable for accurate completion of the new hire paperwork and personnel files.
  • Communicated with internal resources and outside vendors regarding pre-employment requirements, including background checks, fingerprinting, drug tests, etc.
  • On-boarded new hires into PeopleSoft, processing of relocation paperwork, as applicable.
  • Performed work in compliance with applicable federal, state and local regulations pertaining to equal. Employment opportunity, immigration and company policy per management direction.

Contractor Care - Onboarding Specialist

  • Responsible for assisting with the onboarding process for new CDI candidates through the CDI onboarding tool Red Carpet.
  • Serve as a liaison between CDI clients and perspective candidates.
  • Responsible for initiating backgrounds and scheduling drug screens.
  • Responsible ensuring all candidates are in 100% compliance with both the CDI and the Federal government compliance guidelines.
  • Responsible for both completing and remediating I-9 documents.

Human Resources - Onboarding Specialist

Facilitate orientation, complete I-9 work authorization verification, and compile new hire documents for over 3,000 new hires and international transfers.

  • Present weekly new hire / international transfer orientations in New York and broadcast throughout all of the satellite offices in the Americas.
  • Participate in UAT and system implementation of Taleo.
  • Liaise with external immigration lawyers to confirm that active employees have sufficient work documentation.
  • Coordinate with Lateral Recruiting, Campus Recruiting, International Assignment Management, Payroll, Benefits and the Service Center for a smooth onboarding transition.
  • Work with Legal & Compliance, Background Screening, Human Resources Business Partners, Registrations, and Building Access to make sure that new hires are onboarded compliantly.
  • Collaborate with global onboarding team on a daily basis to ensure globally consistent processes.
  • Manage onboarding conflicts and escalate appropriately to stakeholders.
  • Train new members on onboarding team and manage intern.

Onboarding Specialist

  • Create and maintain audit files that ensure compliance and meet regulatory requirements.
  • Define project deliverables, set schedules, and resolve business and technical issues.
  • Maintain existing and develop future customer facing resources to drive adoption.
  • Guide the customer through a basic orientation of the product via a virtual meeting and serve as trainer in all customer onboarding sessions.
  • Work with Value+ Services partners and other internal departments to facilitate customer and product success.

HR Onboarding Specialist

  • Deliver a superior new hire experience by providing a high level of customer service and maintaining quality throughout the pre-employment onboarding process.
  • Ensure the completion and accuracy of all pre-employment processes and forms according to the policy and guidelines, while maintaining data integrity.
  • Audit all candidate information, verify background investigations and drug-test results, oversee the fingerprinting and licensing processes as applicable as well as adhere to record retention guidelines.
  • Interact with new hires, Recruiters, Recruiting Managers, Hiring Managers/Executives and other areas of Human Resources as needed. Spend dedicated time working the new hire customer service phone line.
  • Providing great customer service while answering questions and providing update status regarding any pre-employment onboarding

Senior Onboarding Specialist

  • Establish the on boarding process of new customers to the mobi web based software.
  • Create customer tenant environment, provision GPS devices via SQL.
  • Educate customers through training calls using WebEx software.
  • Develop monthly inventory monitoring process of Danlaw and Enfora GPS devices to reduce inconsistencies.
  • Investigate and resolve issues with tangible results for escalated customer issues.
  • Train new employees on customer support issues, device provisioning, and on boarding process.
  • Implement documentation on customer experience protocol and user guides for future use.


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