Onboarding Specialist

At Compu Dynamics, we don’t just build infrastructure—we create the backbone of the digital future. As North America’s premier technology infrastructure design-build partner, we design, construct, and maintain mission-critical data centers for some of the world’s most innovative companies. With roots in one of the fastest-growing data center markets in the world, our growth is as intentional as our impact. Summary Owns day-to-day execution of the onboarding experience, from the moment an offer is accepted through a new hire's first 60 days. Serves as the single point of contact for new hires before they start, makes sure everything is ready on Day 1, and stays with them through ramp plans, 30-, 45-, and 60-day touchpoints aligned to the 60-day probationary period, and cultural integration. Partners with HR on the transactional steps: Talent Management owns the experience, HR owns the transaction. Essential Functions and Responsibilities Talent Acquisition Receives a handoff from the Talent Acquisition team at offer acceptance; not involved in sourcing or recruiting. Tracks every new hire's status through onboarding stages. Learning & Development Maintains onboarding curriculum content with the Learning & Development Manager and makes sure role-specific training is scheduled before Day 1. Feeds new hire ramp feedback into training improvements. Builds manager onboarding for newly hired and promoted leaders. Onboarding & Employee Experience Serves as the single point of contact for every new hire from offer acceptance through Day 1. Owns all pre-onboarding communication: what to expect, start date, reporting location, and first-day details. Requests equipment, vehicles and IT access for each new hire and confirms everything is ready before Day 1; follows up until every ticket is complete. Schedules each new hire's first week, combining the standard orientation agenda with role-specific items from the hiring manager. Coordinates travel and logistics for new hires who start away from headquarters or travel for orientation. Coordinates with the HR Generalist: Talent Management owns the experience, HR owns the transaction (Paylocity setup, I-9, benefits enrollment, policy acknowledgments). Follows up with new hires directly when compliance items are outstanding. Facilitates cultural orientation and makes sure safety orientation is completed in every new hire's first week. Hands each new hire off to the hiring manager and team after Day 1, then owns ramp plans, 30-, 45-, and 60-day touchpoints aligned to the 60-day probationary period, and new hire check-ins. Sends probationary review reminders to the hiring manager and HR at Day 45 and confirms every review is completed before Day 60. Collects new hire feedback through check-ins and 30- and 60-day surveys and flags experience issues to the Talent Manager. Delivers a first-60-days experience thatreflects the employee value proposition. Career Mobility <span data-ccp-props="{"134245418":true,"335559738":140,"335559739