Analyst I - Onboarding Admin

General Position Information

• Reports directly to (Title): Assistant Manager Onboarding
• Matrix reports to (Title): As applicable based on functional alignment
• Direct Reports: Individual contributor; no direct reports

Position Summary

The Onboarding Analyst I representative provides advanced support for recruiting and onboarding new hire activities. The Onboarding Analyst II will perform administrative and transactional activities in support of these functions, including but not limited to initiating and reviewing background and drug screen results, pre-adverse, contingent starts, confirmation, etc. as applicable. The role delivers service to candidates, employees, managers, HR staff, and vendors; resolves escalated issues; monitors onboarding activities to ensure timely starts; and ensures compliance with HR policies, service level agreements, and established procedures.

Responsibilities

Performance Reporting Insights

• Troubleshoot onboarding, recruiting, background check, adjudication, pre-adverse, rescinded offer, PSG, candidate confirmation, retrigger, and start date issues.
• Assist with questions from field HR representatives and partnering HROC service groups regarding GHR/Lawson system status, new hire actions, licensure and certifications, etc.
• Process HR transactions including data entry, documentation, correspondence, filing, onboarding, and recruiting administration tasks.
• Review background checks, adjudications, drug screens, licensure, education, and determine appropriate hire actions.
• Support candidate confirmations, onboarding retriggers, start date changes, rehires, transfers, and rescinded offers.
• Research and resolve escalated cases; document actions and escalate to SMEs when appropriate.
• Serve as liaison with HR, HRIS, Talent Acquisition, Employee Relations, Precheck, vendors, and other COEs.
• Meet service level agreements, productivity, quality, confidentiality, and employee service expectations.
• Provide guidance on HR self-service tools and HR technology systems including Microsoft Office, Lawson HRMS, Taleo, Atlas, PreCheck, Case Management, Onboarding, GHR, and Outlook.
• Provide excellent customer service by responding to online inquiries from employees and managers at all levels and resolve questions/issues by accessing information in multiple systems on the computer.
• Complete special projects and other duties as assigned.

Operational Support Process Improvement

• Applies Agile methodologies and continuous process improvement practices, including Lean, Six Sigma, and other frameworks, to evaluate workflows, identify inefficiencies and root causes, prioritize opportunities, and implement sustainable process and service delivery improvements.
• Leverages advanced analytics (e.g., predictive modeling, machine learning, data mining, prescriptive analysis, visualization), artificial intelligence (AI), and emerging technologies to forecast trends, generate actionable insights, automate and streamline processes, expand self-service capabilities, and identify innovative solutions that enhance the employee, candidate, and HR user experience.
• Map current workflows, document procedures, and recommend improvements that reduce manual effort and improve cycle time, quality, or service.
• Track operational action items, follow through on open issues, and coordinate with stakeholders to ensure timely completion of deliverables.
• Support implementation of new tools, reporting enhancements, process controls, or business initiatives through testing, documentation, and adoption activities.

Cross-Functional Partnership

• Partners with Talent Acquisition, HRIS, HR Business Partners, Employee Relations, vendors, and Centers of Expertise, HR Business Partners, Managers, Employees, and other HROC Service Groups.

Data Quality, Governance Compliance

• Onboarding Analysts will utilize GHR, Lawson, Case Management, PreCheck, LMP, and Outlook Mailboxes; adhere to internal policies, confidentiality standards, and documentation requirements while handling business information and sensitive data.
• Contribute to a culture of continuous improvement, accountability, and customer-focused execution.

Education Experience

• Bachelor's degree - Required.
• Less than 1 year of experience in relevant work experience - Required.
• 1+ year(s) of experience in HR Service center - Preferred.

Must Have Skills

• Knowledge of HR concepts and terminology

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.