The Onboarding & New Hire Success Partner is the bridge between an offer and a thriving team member. This role owns the entire post-offer journey — from the moment a candidate says “yes” through a confident, successful first 90 days — and is accountable for making sure no one falls through the cracks along the way.
The window between offer acceptance and Day One is where organizations lose great people: momentum stalls, questions go unanswered, competing offers arrive, and excitement fades into uncertainty. This role exists to close that gap. The Onboarding & New Hire Success Partner delivers a white-glove, concierge-level experience in which every new hire has one dedicated, responsive point of contact who anticipates their needs, removes obstacles before they become frustrations, and makes them feel like a valued member of the Stride team before they ever walk through the door.
Day to day, this means owning written offer issuance, background and reference checks, RBT Module assignment and progress coaching, certification exam scheduling and study support, Day One readiness, and coordination with field teams on hands-on training — all managed through a centralized onboarding pipeline in the ATS/HRIS. The measure of success is simple: new hires who show up prepared, certified on time, connected to our mission, and still with us at 90 days.
Core Values & Cultural Leadership
For a new hire, this role IS Stride — the first sustained experience of who we are. The Onboarding & New Hire Success Partner must be a visible model of our values so new hires experience them from day one:
- Do What's Right: Represent Stride with honesty and integrity in every interaction. New hires receive accurate, transparent information about offers, requirements, timelines, and expectations — no surprises, ever.
- Continuous Improvement: Track onboarding milestones in the ATS/HRIS, identify friction and falloff points in the post-offer process, and refine workflows so that RBT Module completion and certification timelines keep improving quarter over quarter.
- Collaborate, Collaborate, Collaborate: Partner closely with recruiting, HR, and field and clinical teams so every handoff is seamless from the new hire's perspective — they should experience one Stride, not a series of departments.
- Infuse Joy: Make onboarding something new hires talk about. Personal touches, genuine celebration of milestones, and warm, human communication turn a checklist into a welcome.
- Care BIG: Demonstrate genuine care for each new hire's success by proactively addressing concerns, celebrating progress, and reinforcing why their role matters to the children and families we serve.
Core ResponsibilitiesThe White-Glove Pre-Start Experience
- Serve as the single, dedicated point of contact for every new hire from verbal offer acceptance through the first 90 days, so they always know exactly who to call and never have to chase an answer.
- Respond to all new hire questions and concerns within one business day — and proactively reach out before questions arise with clear, friendly guidance on what happens next at each stage.
- Deliver a structured cadence of personal touchpoints between offer and Day One (welcome call, milestone check-ins, week-before and day-before confirmations) so momentum and excitement never stall.
- Personalize the experience: know each new hire's name, location, role, and story; tailor communication to their situation; and add the small, thoughtful touches (welcome notes, team introductions, “what to expect” guides) that make people feel chosen, not processed.
- Set the tone for the employment relationship — every interaction should leave the new hire more confident in their decision to join Stride than they were before it.
Post-Offer Coordination & Documentation
- Issue written offer letters within one business day of verbal acceptance, ensuring accuracy and a smooth, professional handoff from recruiting to onboarding while enthusiasm is at its peak.
- Initiate background checks and reference checks immediately upon offer acceptance; track daily, follow up proactively, and resolve delays or discrepancies before the new hire ever has to ask.
- Maintain accurate, complete, up-to-date records in the ATS/HRIS for every new hire, with all documentation finalized prior to Day One.
- Coordinate pre-start logistics end to end — paperwork, credentials, and requirements — packaging them in clear, digestible steps so nothing feels burdensome or confusing.
Falloff Prevention & Early-Risk Intervention
- Own the offer-to-start conversion number. Treat every accepted offer as a commitment to protect, and every pre-start withdrawal or ghosting event as preventable until proven otherwise.
- Watch for early warning signs — slowed module progress, unreturned messages, hesitation on start dates, scheduling avoidance — and intervene within 24 hours with a personal, supportive outreach.
- Understand each new hire's circumstances (notice periods, childcare, transportation, competing offers) and problem-solve proactively with HR and field leadership to remove barriers to starting.
- Conduct a brief, structured conversation with any candidate who withdraws pre-start to capture the real reason, and feed those insights back into recruiting and onboarding process improvements.
- Escalate genuine retention risks to the Director of Talent Acquisition and field leadership early — with context and a recommended play, not just a flag.
RBT Module Completion & Certification Readiness
- Assign RBT Module coursework immediately upon offer acceptance, with a clear completion plan and target dates mapped to the new hire's start date.
- Monitor progress at least twice weekly; provide encouragement, reminders, and study coaching that keep new hires engaged and on pace, addressing obstacles the moment they appear.
- Coordinate timely scheduling of the RBT Certification exam, ensuring new hires understand requirements, deadlines, and available study resources well in advance.
- Support new hires through exam preparation with study tips, resources, and confidence-building check-ins; follow up promptly after the exam to celebrate a pass or build a supportive retake plan.
- Provide clinic teams with proactive, scheduled updates on each incoming new hire's training progress so field leaders are never surprised on Day One.
Day One & On-Site Training Readiness
- Guarantee that every new hire arrives for Day One and on-site training fully prepared: informed of schedule, location, dress, expectations, and equipped with all materials and information they need.
- Complete I-9 verification for all new hires on the first day of employment, accurately and on time.
- Own system access provisioning end to end — submit access requests (email, HRIS, scheduling, clinical data systems) ahead of the start date, verify access is live before Day One, and troubleshoot immediately if it is not. A new hire should never spend their first morning locked out of a system.
- Own the RBT New Hire Checklist for every incoming team member — track each item to completion, verify nothing is outstanding before the start date, and confirm sign-off with the receiving clinic so the field team can focus on welcoming and training, not paperwork.
- Partner with HR to deliver New Hire Orientation content, and with the receiving clinic to ensure a warm, planned first-day welcome — a prepared workspace, an assigned point person, and a team that is expecting them.
Retention, Culture & Engagement (First 90 Days)
- Maintain consistent, high-touch communication through the first 90 days with structured check-ins at Day 1, Week 1, Day 30, Day 60, and Day 90 — building connection, answering questions, and reinforcing Stride's mission and culture.
- Monitor early attendance, engagement, and attitude indicators in partnership with clinic leadership; identify new hires who may be at risk and address concerns promptly, supportively, and without judgment.
- Celebrate milestones — module completion, exam success, first day, 30/60/90 marks — visibly and personally, building momentum and belonging.
- Gather structured feedback from new hires at defined points in the journey, identify friction, and drive continuous improvement of the onboarding experience — then close the loop by telling new hires what changed because of their input.
Data Management & Continuous Improvement
- Ensure 100% data integrity within the ATS/HRIS through regular audits of new hire records and documentation for accuracy and completeness; maintain a compliant, audit-ready filing system.
- Generate weekly pipeline reports covering onboarding status, RBT module progress, upcoming starts, at-risk new hires, and time-to-start metrics, providing leadership with clear, accurate visibility into the incoming workforce.
- Standardize data entry protocols so candidate milestones are tracked consistently from offer acceptance through the 90-day mark, and reconcile discrepancies proactively.
- Analyze falloff patterns, cycle-time bottlenecks, and feedback themes; recommend and implement process improvements each quarter.
Qualifications
- Education: Bachelor's degree preferred.
- Experience: Experience in onboarding, HR coordination, recruiting, customer success, hospitality, or new hire support preferred, ideally within healthcare or a related field.
- Service Orientation: A genuine customer-service mindset — responsive, anticipatory, and personal. This role treats every new hire the way a great concierge treats a guest: their experience is the job.
- Technical Expertise: Comfortable working within ATS/HRIS platforms to track progress, manage documentation, and generate status reports.
- Skills: Exceptional verbal and written communication, strong organizational skills, meticulous attention to detail, sound judgment on when to escalate, and the ability to manage many new hire timelines simultaneously without letting any single person feel like one of many.
- Attitude: Warm, encouraging, proactive, and relentlessly follow-through-oriented, with a genuine interest in helping new hires succeed and feel welcomed from day one.
- Mission Alignment: A deep-seated passion for healthcare and supporting individuals with special needs, and a conviction that setting every new team member up for success directly improves care for the children and families we serve.
Physical Requirements & Working Conditions
- Environment: Primarily home-based with occasional travel to clinic locations in the Midwest (SD, IA, NE, IL) to support on-site training coordination and Day One activities.
- Physical: Must be able to maintain a focused presence at a workstation and utilize digital onboarding tools (ATS, HRIS, and video platforms).
We are an equal opportunity employer. At Stride Autism Centers, we are committed to creating a diverse environment and are proud to promote inclusiveness in everything we do. We provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to age, race, color, religion, sex (including pregnancy, gender identity or expression, and sexual orientation), civil union or marital status, national origin or ancestry, military or veteran status, disability or genetic information, or any other status protected by applicable laws. Stride is also committed to compliance with the Americans with Disabilities Act (ADA).
Pay: From $50,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Employee discount
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Vision insurance
Experience:
- Onboarding, HR Coordination, new hire support: 2 years (Required)
- ABA or healthcare: 1 year (Preferred)
Work Location: Hybrid remote in Des Moines, IA 50331
