Overview

The Director, Onboarding will oversee the employee onboarding process, employee audits, and develop strategies to align support systems across the entire company. This role will work closely with various departments including Payroll as well as identify gaps and opportunities for upgrading HR systems based on new technologies and trends.

This role pays an annual salary of $140,000-$180,000 and is bonus eligible.

Benefits for Full-Time roles: Health, Dental and Vision Insurance, 401(k) Savings Plan, 401(k) matching, and Paid Time Off (vacation days, sick days, and 11 holidays).

This position will remain open until June 26, 2026.

Responsibilities

• Provide strategic leadership and oversight of all enterprise-wide onboarding and compliance activities, including multi‑state new‑hire documentation requirements, background check programs, and adherence to federal, state, and local employment regulations.
• Oversee the end‑to‑end design, governance, and continuous improvement of the onboarding lifecycle, ensuring alignment with organizational objectives and compliance standards across all U.S. jurisdictions.
• Lead cross‑functional collaboration with internal (Talent Acquisition, Departmental Leaders) and external stakeholders to define business requirements and drive the planning, development, testing, and implementation of scalable onboarding processes and compliance controls.
• Identify and execute automation and optimization opportunities within onboarding and People Operations workflows, improving efficiency, accuracy, and regulatory consistency.
• Serve as a leader to liaison with People Systems team and Talent Acquisition, providing leadership for system implementations, enhancements, and User Acceptance Testing (UAT) to ensure compliance and operational effectiveness.
• Govern the review and adoption of process changes, regulatory updates, and system patches, ensuring timely implementation and minimizing disruptions to business operations.
• Collaborate in the direction of the evaluation, deployment, and maintenance of tools and systems (e.g., iCIMS) that support data integrity, audit readiness, and compliant onboarding practices.
• Oversee advanced reporting and analytics capabilities, collaborate in the design, development, and testing of complex iCIMS reports and dashboards to support compliance monitoring and strategic decision‑making
• Lead the design and governance of critical onboarding business processes, including integrations and automation workflows, partnering closely with technical teams to ensure accuracy, security, and compliance with evolving requirements.
• Translate business needs, regulatory obligations, and user requirements into operational policies, procedures, and system functionality that enhance the onboarding experience and mitigate risk.
• Ensure rigorous management of sensitive and confidential employee data, establishing standards for data collection, analysis, quality assurance, and secure dissemination across People Operations.
• Provide executive‑level analytical insight and problem-solving leadership to resolve complex onboarding and compliance issues and to guide long‑term program strategy.
• Remain informed on emerging trends, regulatory changes, and best practices.

Qualifications

• Bachelor’s degree and 5-7 years of experience working in HRIS or systems-based roles, relevant education and experience may be substituted as appropriate.
• Experience and knowledge of current on HRIS technical best practices, policies, and procedures.
• Experience with the principles and techniques of report writing, database tables, and systems integration.
• Experience with ATS systems and in particular, iCIMS and ADP HR/Payroll System.
• Experience reading project specifications and technical system.
• Ability to follow oral and written instructions and communicate effectively with others in both verbal and written form.
• Organized and able to prioritize work to meet deadlines.
• Work effectively under pressure and/or stringent schedule, while providing accurate results.
• Ability to work independently and demonstrate the ability to exercise effective judgment and initiative.
• Crafting and sending communication with information about the company, onboarding agenda, equipment handover, dress code, parking options, perks and similar items.
• Ensuring new hires have technical assistance to properly set up their hardware/software and distribute manuals, passwords, and guidelines, as needed.
• Occasionally hosting onboarding sessions.
• Coordinating onboarding presentations and product demos.
• Auditing data and setting up employee profiles in internal HR systems; assisting with the coordination, preparation, and distribution of employee documentation.
• Aligning new employees with managers and their team and communicating involvement procedures to all stakeholders.
• Serving as the primary point of contact for hiring managers and newly hired employees.
• Providing reporting and project updates to team lead and/or senior management.
• Prioritizing and managing workload to meet critical deadlines.
• Acting as a subject matter expert and making recommendations on how to improve process efficiency.
• Ensuring compliance with all processes and maintaining a high level of confidentiality at all times.
• Challenging the status quo and proactively identifying process improvements.
• Identifying innovative and creative new ways to onboard new employees/reach a more scalable and measurable onboarding experience.
• Ability to maintain an effective working relationship with clients, employees, exhibitors, patrons and others.
• Minimal Travel (<15-25% travel): May be required to travel. Trips may require air travel and/or overnight stay away from home for one or more nights.
• Must be able to work a flexible schedule inclusive of weekends, nights and holidays required.