HR Specialist - Employee Engagement & Retention

Job Description

Job Description

Hope Mission Statement

The mission of Hope the Mission is to prevent, reduce and eliminate poverty, hunger, and homelessness by offering immediate assistance and long-term solutions.

Position Purpose and Summary 

The Employee Engagement & Retention Specialist is the connective tissue between the organization and its people. This role owns the employee experience from the moment a candidate enters the recruitment pipeline through every stage of their employment lifecycle. Operating as an HR concierge and experience architect, the Specialist ensures that every employee at Hope the Mission understands the mission, feels connected to their purpose, and has access to the support, information, and community needed to thrive in their role.

This is not a traditional HR support role. The Employee Engagement & Retention Specialist is a proactive, relationship-centered professional who bridges the gap between operational HR functions and the lived experience of employees. The Specialist works at the intersection of talent development, culture building, and workforce retention. Directly addressing the conditions that drive early turnover by creating intentional touchpoints throughout the employee lifecycle.

Responsibilities

Employee Lifecycle Management

• Serve as the primary HR point of contact for employees across all stages of the employment lifecycle, from pre-boarding through separation.

• Maintain and continuously improve onboarding and orientation systems, materials, and processes to ensure a consistent, mission-centered experience across all program sites and role types.

• Partner with HR and L & D leadership to develop and update role-tiered onboarding guides that reflect HTM's four-phase onboarding structure and 12-week early tenure framework.

Pre-Boarding

• Coordinate with HR Operations and hiring managers to ensure all pre-boarding tasks: including paperwork, system access, badge setup, and workstation readiness, are completed before day one.

• Confirm manager readiness for each new hire, including completion of a manager pre-boarding checklist, to ensure the department is prepared to receive and integrate the new employee.

Orientation

• Own and facilitate HR portion of new employee orientation for all incoming staff, delivering a structured, engaging experience that connects employees to the mission and purpose of Hope the Mission from day one.

• Maintain a consistent orientation format that includes organizational history and mission, introduction to leadership and culture, policy and compliance foundations, benefits overview, and an introduction to the Staff Affinity Group program.

• Incorporate organizational storytelling as a core component of orientation, using narratives that reflect HTM's work, values, and the people the organization serves to transmit culture intentionally rather than accidentally.

• Coordinate guest presenters, leadership introductions, and site or program exposure experiences as part of the orientation program.

• Ensure all orientation content is current, accessible, and reflective of the organization's evolving programs, policies, and priorities.

• Track orientation completion for every new hire and maintain accurate records in ADP Workforce Now.

• Execute a structured warm handoff from orientation to the hiring manager at the close of onboarding, documenting the handoff and communicating any early concerns or observations.

Early Tenure Support (30-60-90 Days)

• Conduct structured check-ins with all new employees at 30, 60, and 90 days using a standardized tool that assesses role clarity, manager relationship, workload, connection to mission, and intent to stay.

• Document all check-in outcomes and flag concerns to HR leadership in a timely manner, with a recommended course of action.

• Collaborate with hiring managers following each check-in to share relevant themes, reinforce onboarding expectations, and co-develop early interventions when engagement risk is identified.

• Maintain a 90-day cohort tracker to monitor early tenure patterns across departments and identify systemic onboarding gaps.

Stay Surveys and Retention Data

• Administer stay surveys via Google Forms at defined intervals (30, 60, 90 days, 6 months, and 1 year), ensuring consistent distribution and completion tracking.

• Collect, compile, and analyze stay survey results on a quarterly basis, identifying themes related to engagement, supervision, workload, culture, and intent to stay.

• Produce a quarterly retention report for HR leadership summarizing survey findings, turnover trends by department and tenure band, and data-informed recommendations.

• Evaluate voluntary turnover and retention rates quarterly, disaggregated by program area, role tier, and tenure, to identify patterns and inform proactive intervention.

• Coordinate and support off-boarding processes, including separation meetings, to capture actionable data and identify systemic issues.

HR Concierge Services

• Function as a warm, accessible first point of contact for employees seeking guidance on HR policies, benefits, accommodations, leave, and workplace concerns.

• Triage employee inquiries and route to the appropriate HR team member or functional area when specialized expertise is needed.

• Provide clear, compassionate communication to employees navigating complex processes including benefits enrollment, leaves of absence, and workplace changes.

• Maintain a working knowledge of organizational policies, ADP Workforce Now navigation, and benefit programs sufficient to serve as a knowledgeable resource.

• Support the annual open enrollment process through employee communication, Q&A sessions, and individual guidance.

Staff Affinity Groups

• Serve as the primary HR liaison and administrative lead for Hope the Mission's Staff Affinity Group (SAG) program.

• Support the four established affinity groups (Mental Health and Wellness, Leadership and Professional Development, Workforce Reentry, and Recovery) in meet