Onboarding Coach

Howmet Aerospace Inc. (NYSE: HWM), headquartered in Pittsburgh, Pennsylvania, is a leading global provider of advanced engineered solutions for the aerospace and transportation industries. Our primary businesses focus on jet engine components, aerospace fastening systems, titanium structural parts and forged wheels. With $8.3 Billion in revenue in 2025, our products play a crucial role in enabling fuel efficiency and lightweighting, contributing to our customers’ success and making a positive impact on the world. To learn more about the way Howmet Aerospace Inc. is advancing the sustainability of our customers, markets, and communities where we operate, review the 2025 Environmental Social and Governance report at . Follow: LinkedIn, Twitter, Instagram, Facebook, and YouTube.Equal Opportunity Employer:Howmet is proud to be an Equal Employment Opportunity employer. We are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other applicable legally protected characteristics.If you need assistance to complete your application due to a disability, please email View email address on click.appcast.io QUALIFICATIONSBachelor’s Degree in Human Resources or similar field from an accredited institution.Minimum of 1 year proven work experience as an HR Onboarding Specialist or in a relevant role responsible for customer or employee relations.Must be willing to work across multiple shifts as needed.Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position.This position is subject to the Internal Traffic in Arms Regulations (ITAR) which requires U.S. person status.PREFERRED QUALIFICATIONSSolid communication skills (verbal and written)Ability to handle sensitive and confidential informationJob ResponsibilitiesMaintains high ethics and values in the workplace.Approach on regular basis all direct 0-90 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization.Ice breaker to test retention & effectiveness of new hire orientation topics with new employees.Develop a tracking tool to capture all variety of help chain connections from new employees’ interactions.Coordinates between all departments SPA’s gathered items & follow up closure of items.Present summarized reports & recommendations to Plant leadership on regular basis for all new hires follow up.Job RolesRelationship--interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; balances toughness and compassion.Advocate and arbitrate--represents both organizational and employee interests; manages the tension and conflict that can arise with differing viewpoints; moderates according to best interests and best outcomes; alerts appropriate parties when issues arise.Organization and structure--detail and follow through oriented; maintains records; provides accurate information; coordinates training efforts, benefits, and other initiatives at scale as applicable.Customized communication--understands inherent differences between people and situations; adapts communication and interaction according to audience needs; reads people well; presents with confidenceBusiness informed--understands the needs of the business and the drivers of retention and other critical metrics; focuses effort to discover and makes recommendations based on the breadth of factors and data availableCollaborative leadership--involves key stakeholders early and often in the process of discovery and interaction; interfaces with groups across the plant and functions as a resource for information and recommendations to ensure quality of interaction and experience for new associatesInfluence--understands and communicates the value of processes, information, and relationships; makes relevant and realistic recommendations to plant leaders, easing their weight of decision-making and contributing to decisive people-oriented plans and goalsSynthesis--makes sense of large amounts of quantitative and qualitative data, finding and presenting key insights to senior leaders and other stakeholders; understands the difference between urgent and important; differentiates between thematic issues and individual concernsTalent advocate--coaches and mentors others; functions as part of the “people intelligence” center of the plant; drives engagement through interaction and representationDisclaimerThe above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.Full timePosting Date: 2026-08-06