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 Howmet engines business produces world-class aerospace enginecomponents, including investment castings, fasteners, rings and forgings. Our vacuum melted superalloys, machining, performance coatings and hot isostatic pressing for high performance parts enable the next generation of quieter, cleaner and more fuel-efficient aerospace engines. Able to supply more than 90% of structural and rotating aerospace engine components.Basic Qualifications:Bachelor’s degree in Human Resources, Business Administration, or related field from an accredited institution.1 year experience working in an HR onboarding or recruitingWork across multiple shifts.Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at time of hire. Visa sponsorship is not available for this position.This position entails access to export-controlled items and employment offers are conditioned upon an applicant's ability to lawfully obtain access to such items.Preferred Qualifications:PHR is a plusStrong ability to multi-task and connect at all levels in the organizationFamiliarity with HR practices, policies, and regulationsExcellent communication, presentation, and interpersonal skillsAbility to meet deadlines in a fast-paced environmentProficiency with MS OfficeDetail-orientated with exceptional organizational problem-solving abilities.Professionalism, confidentiality, and a customer-service mindsetHowmet is a world leader in the investment casting industry and is a leading supplier of superalloys, aluminum, and titanium components for aerospace, automotive, and commercial transportation applications. Our Wichita Falls location is on the front edge of the rapid growth in the aerospace and turbine industries. Nestled halfway between Dallas/Fort Worth, Texas and Oklahoma City, Oklahoma, our facility in Wichita Falls supplies jet engine components to some of the most trusted names in the Aerospace industry.JOB SUMMARY:HR Onboarding responsibilities will require application of broad knowledge of HR and hands-on expertise with demonstrated results in several of the following functions/HR processes.Job Responsibilities:Maintains high ethics and values in the workplaceApproach on regular basis, all hourly 0-180 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. Assist with various HR functions, such as recruitment, onboarding, employee relations, performance management, and policy development.Serve as a point of contact for employees’ HR-related training questions providing accurate and timely information and guidanceMaintain employee records and ensure compliance with relevant laws and regulations.Contribute to the development and implementation of HR polices, procedures and initiatives.Change management, continuous improvement, organizational effectiveness and organization development.Effective strategic communications Job Roles :Relationship – 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 organization and employee interests; manages the tension and conflict that can arise with differing viewpoints; moderate according to best interests and best outcomes; alerts appropriate parties when issues arise.Organization and Structure – detail and follow through orientated; maintains records; provides accurate information; coordinates training efforts, benefits, and other initiatives as scale as applicable. Customized communication – understands inherent differences between people and situations; adapts commination and interaction according to audience needs; reads people well, presents with confidenceBusiness informed – understands the needs of the business and drivers of retention and other critical metrics; focuses effort to discover and makes recommendations based on the breadth of factors and data available Collaborative 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-orientated 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 representationFull timePosting Date: 2026-09-06