HR Specialist

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 meeting coordination, communication, and resource access. Track SAG participation, document meeting outcomes, and report engagement data to HR leadership quarterly. Identify and onboard new affinity group leaders, providing orientation to group purpose, expectations, and organizational resources. Develop and distribute SAG communications organization-wide to increase visibility, participation, and cross-group connection. Engagement and Retention Programming Design and facilitate employee engagement initiatives that reinforce organizational culture, mission alignment, and community connection. Coordinate recognition programs, milestone celebrations, and appreciation events that honor employee contributions across all program sites. Partner with department managers to identify engagement risks within their teams and co-create targeted interventions. Analyze engagement data from surveys, check-ins, and SAGs to identify trends and develop evidence-informed recommendations for HR leadership. Contribute to the development and delivery of the monthly HR Tips communication and HR Hour sessions. Talent Acquisition Support Collaborate with the Talent Acquisition function to ensure a seamless candidate experience from interview to hire, with particular attention to the transition into onboarding. Support recruitment outreach at job fairs, community events, and the organizational accelerator program as a brand ambassador for Hope the Mission as an employer. Assist with candidate correspondence and pipeline communication as needed during high-volume recruitment periods. Qualifications Required Qualifications Bachelor's degree in Human Resources, Psychology, Organizational Development, Communications, or a related field; or equivalent combination of education and/or work directly relevant experience. Minimum of two (2) years of experience in human resources, employee engagement, organizational development, or workforce development. Experience facilitating groups, meetings, or training in a professional setting. Demonstrated ability to communicate clearly and compassionately across diverse populations, including individuals with lived experience of homelessness, behavioral health challenges, or workforce reentry. Proficiency with HR information systems; experience with ADP Workforce Now preferred. Proficiency with Microsoft Office Suite and Google Workspace. Preferred Qualifications Experience working in a nonprofit, social services, behavioral health, or mission-driven organization. Familiarity with employee lifecycle frameworks, onboarding best practices, or engagement survey methodologies. Experience supporting or leading employee resource groups, affinity networks, or community-building initiatives. PHR, SHRM-CP, or other HR credential. Bilingual (English/Spanish) preferred but not required. Skills Relationship and Service Orientation: This role is built on trust. The Engagement & Retention Specialist must be approachable, consistent, and genuinely invested in the people they serve. The ability to build authentic connections across all levels of the organization: from frontline staff to senior leadership, is essential. Employees must feel seen and heard in every interaction. Cultural Competency and Mission Alignment: Hope the Mission serves a diverse workforce and a diverse community. The Engagement & Retention Specialist must demonstrate cultural humility, a trauma-informed approach to employee interaction, and a deep alignment with the mission of ending homelessness. This includes understanding the complexities of working alongside individuals in recovery, workforce reentry, and crisis stabilization. Communication and Facilitation: The Specialist is a communicator and educator. They must be comfortable facilitating orientation and group sessions, writing clear HR communications for varied audiences, and translating complex policy and process into accessible language. Strong written and verbal communication is non-negotiable. Analytical Thinking and Data Use: Engagement without data is activity. The Specialist must be comfortable collecting, organizing, and synthesizing quantitative and qualitative data from surveys, check-ins, and program participation to produce meaningful insights that inform HR strategy. The ability to identify patterns and communicate findings to leadership is a core expectation. Organizational Agility: Hope the Mission operates across multiple sites and program areas serving approximately 850 employees. The Engagement & Retention Specialist must manage multiple concurrent workstreams, adapt to shifting priorities, and operate effectively in a complex, fast-moving environment. Strong organizational and time management skills are essential. Discretion and professional judgement: this role operates at the intersection of employee trust and organizational information. The Specialist must exercise sound judgment in every interaction, maintain confidentiality as a professional standard, and know when to escalate situations to the appropriate HR team member. Success Indicators Performance in this role will be evaluated in part against the following measurable indicators: New employee orientation completion rate maintained at 100% within the first week of employment. 30-, 60-, and 90-day check-ins completed for all new hires within designated timeframes. Stay surveys distributed and collected at all defined intervals with a minimum 70% response rate. Quarterly retention report delivered to HR leadership within 15 business days of each quarter's close. Voluntary turnover rate tracked and reported quarterly with year-over-year comparison. Staff Affinity Group participation documented each quarter with growth tracked against baseline. Employee inquiries acknowledged within one business day and resolved or escalated within three business days. Mandatory Requirements Background Screening – Employment is contingent upon the successful completion of background checks as required per worksite. Drug and Alcohol Testing – Candidates must pass pre-employment and ongoing drug and alcohol screenings in accordance with company policy. Motor Vehicle Record (MVR) Check – For roles requiring driving, employment is contingent upon an acceptable driving record. Legal Eligibility to Work – Candidates must provide proof of legal authorization to work in the US. Compliance with Company Policies and HIPAA standards – All employees must comply with company policies, including safety, confidentiality, and conduct standards. Must have reliable transportation. Must have proof of vehicle insurance coverage. Must have a valid CA drivers license. Must be able to qualify for HTM’s commercial insurance coverage. Physical, Demands, Environmental Conditions, Equipment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. The employee is required to: walk and climb stairs; stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis; grasp, push, pull objects such as files, file cabinet drawers, and reach overhead; handle, finger, grasp and feel objects and equipment; reach with hands and arms; be mobile by moving oneself from place to place quickly and easily; repeat various motions with the wrists, hands, and fingers; be able to perform visual activities for (including, but not limited to) administrative and clerical tasks; ability to lift up to 25 lbs.; communicate, receive and exchange ideas, information by means of the spoken and written word; drive vehicles in and around Los Angeles County; be able to enter various buildings that may require climbing stairs; be periodically subjected to outside environmental conditions. The employee may work in proximity to service animals and emotional support animals; use a desktop and/or laptop computer; various office machines. Complete all required forms in personal writing. Work Environment The employee may be in contact with individuals and families in crisis who may be ill, using alcohol and drugs, andwho may not be attentive to basic personal hygiene, health and safety practices. The employee may experience anumber of unpleasant sensory demands associated with the participants’ use of alcohol and drugs, and lack of personalhygiene. The employee must be ready to respond quickly and effectively to many types of situations, includingcrisis situations and potentially hostile situations. The noise level in the work environment is usually moderate inan office setting. Sometimes work may become stressful when working under pressure or in crisis intervention. EEO: HTM (Hope the Mission) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, HTM complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, placement, promotion, recall, transfer, leaves of absence, compensation and training. HTM will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if HTM is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting the California Department of Fair Employment and Housing’s Fair Chance Act webpage. Full-time, non exempt position; Mon-Fri. #J-18808-Ljbffr