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Exit Interview Jobs (NOW HIRING)

Bethel Family Clinic

Human Resource Manager

Bethel, AK · On-site

Promote employee retention initiatives and develop and implement retention plans: drive exit interview process; analyze HR metrics and data; identify trends; develop solutions in collaboration with ...

Bethel Family Clinic

Human Resource Manager

Bethel, AK · On-site

Promote employee retention initiatives and develop and implement retention plans: drive exit interview process; analyze HR metrics and data; identify trends; develop solutions in collaboration with ...

WVJC | UCI | EOC

Financial Aid Representative

Morgantown, WV · On-site

$40K - $53K/yr

File all appropriate exit interview paperwork in the students file. * Present to prospective and current students and complete any other duties as assigned by the Campus President. Qualifications:

TecTammina

Senior Human Resources Generalist

Irvine, CA

$74K - $95K/yr

Facilitate the exit interview and departure process for the termination/resignation of employees. Familiar with documentation on Employer Information Report (EEO1), Disability and FMLA (Family ...

Swope Health

Associate Success Manager

Kansas City, MO · On-site

Integrate stay-interview, exit-interview, and pulse data into workforce planning. * Work with clinical and non-clinical leaders to share associate experience insights that influence staffing and ...

Milbank LLP

Human Resources Coordinator

New York, NY

$60K - $80K/yr

Manage the exit interview process including completing the exit checklist, conducting exit interviews, and documenting employee feedback. * Prepare HR reports, metrics, and documentation for internal ...

ablelight

HR Advisor

Portland, OR · On-site

Responsible for administering and monitoring termination paperwork, exit interview/employee survey process. Compliance: * Conducts effective, thorough, and objective investigations ensuring in-depth ...

Milbank Tweed

Human Resources Coordinator

Manhattan, NY · On-site

$60K - $80K/yr

Manage the exit interview process including completing the exit checklist, conducting exit interviews, and documenting employee feedback. * Prepare HR reports, metrics, and documentation for internal ...

Ablelight

HR Advisor

Portland, OR · On-site

$70K - $83K/yr

Responsible for administering and monitoring termination paperwork, exit interview/employee survey process. Compliance: * Conducts effective, thorough, and objective investigations ensuring in-depth ...

ablelight

HR Advisor

Portland, OR · On-site

Responsible for administering and monitoring termination paperwork, exit interview/employee survey process. Compliance: * Conducts effective, thorough, and objective investigations ensuring in-depth ...

Superbeo

Human Resources Coordinator

Louisville, KY · On-site

Assists in exit interview process * Acts as witness, when directed, for meetings regarding disciplinary actions * Helps to maintain company organization charts and employee directory * Requires the ...

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Exit Interview information

What are the key skills and qualifications needed to thrive as an Exit Interview Specialist, and why are they important?

To thrive as an Exit Interview Specialist, you need a solid understanding of HR practices, employee relations, and data analysis, often supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), survey tools, and data reporting platforms is typically required. Exceptional listening skills, discretion, and the ability to facilitate open conversations are crucial soft skills for this role. These skills help ensure that departing employees provide honest feedback, enabling organizations to identify trends and improve workplace culture.

What is the 3 month rule for jobs?

The 3 month rule in the context of an exit interview typically refers to a company's policy of conducting an initial review or follow-up after an employee's first three months of employment. It is often used to assess onboarding success, address concerns early, and ensure proper integration into the role. This period can also influence decisions about continued employment or development plans.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that 70% of a candidate's evaluation should focus on skills, experience, and qualifications, while 30% should consider cultural fit and soft skills. For roles like an exit interview, understanding this balance helps ensure a comprehensive assessment of candidates during the hiring process.

What is the difference between Exit Interview vs Employee Feedback Session?

AspectExit InterviewEmployee Feedback Session
PurposeTo gather insights from departing employees about their experience and reasons for leaving.To collect ongoing feedback from current employees to improve workplace environment and policies.
TimingTypically conducted at the end of employment.Held periodically or as needed during employment.
ParticipantsUsually HR and the departing employee.HR, managers, and current employees.
FocusExit reasons, organizational improvements, and knowledge transfer.Employee satisfaction, workplace issues, and suggestions for improvement.

While both involve gathering employee insights, an Exit Interview is conducted at the end of employment to understand departure reasons, whereas an Employee Feedback Session is ongoing, aimed at improving the current work environment.

What are some common challenges faced by HR professionals when conducting exit interviews?

HR professionals often encounter challenges such as employees being hesitant to provide honest feedback due to concerns about burning bridges or confidentiality. Additionally, managing emotional conversations—especially if the departure is involuntary—requires strong interpersonal and listening skills. Another challenge is ensuring that the information collected is analyzed effectively and leads to actionable improvements within the organization. Successful exit interviewers create a safe environment, ask open-ended questions, and maintain a neutral, supportive tone throughout the process.

Why are exit interviews a trap?

Exit interviews are not inherently a trap; they are a tool for organizations to gather feedback from departing employees. However, if conducted improperly or used to justify negative decisions, they can create discomfort or mistrust, potentially discouraging honest responses. Properly managed, they can provide valuable insights for improving workplace conditions and retention strategies.

Do jobs do exit interviews?

Exit interviews are commonly conducted by employers or HR departments when an employee leaves a job. They help gather feedback on the work environment and reasons for departure, and are often part of standard offboarding procedures. Not all companies or roles require exit interviews, but they are a common practice in many organizations to improve retention and workplace culture.

What are exit interviews?

Exit interviews are meetings conducted between an organization and an employee who is leaving the company, typically during their final days of employment. The purpose of an exit interview is to gather feedback on the employee's experience, reasons for leaving, and suggestions for improving the workplace. This information can help organizations identify trends, address issues, and improve employee retention. Exit interviews are usually conducted by a member of the human resources department or a direct supervisor.
More about Exit Interview jobs
What job categories do people searching Exit Interview jobs look for? The top searched job categories for Exit Interview jobs are:
Exit Interview jobs near you
Infographic showing various Exit Interview job openings in the United States as of June 2026, with employment types broken down into 6% Internship, 67% Full Time, 24% Part Time, and 3% Contract. Highlights an 94% In-person, and 6% Hybrid job distribution.
HR Generalist - Off-Shift Support (Bilingual - Spanish/English Required)

HR Generalist - Off-Shift Support (Bilingual - Spanish/English Required)

Herr Foods Inc.

Nottingham, PA

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 28 days ago

Herr Foods rating

4.5

Company rating: 4.5 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

373rd of 388 rated food and drinks producers

Job description

Description
Building a great career never tasted so good!
Herr Foods Inc. is the largest privately owned salty snack food manufacturer and distributor in the country, we are based in Nottingham, PA and we think our 1600+ employees are pretty spectacular! We have been committed for the last 80+ years to making our Herr’s family business an enjoyable place to work! 

We are currently seeking a qualified individual for the HR Generalist - Off-Shift Support position, joining our Nottingham, PA team!
  • SCHEDULE: Monday-Friday 
  • HOURS: Scheduling flexibility required to meet business demands - hours discussed upon interview.
  • BENEFITS: This position is full-time benefit eligible, elective benefits include:
    • Medical, dental, hearing and vision insurance. 
    • Marathon Health Clinic - a premier on-site healthcare provider. A separate entity from Herr's, located at our Nottingham, PA facility. This facility ensures easy access to tailored healthcare services, preventative care, wellness programs, for employees on any medical plan 
    • Opportunity to contribute to a 401k with company match, company profit sharing. 
    • Paid vacation, holiday and sick time. 
    • Paid Employee referral program. 
Job Summary:
This role has the primary responsibility of overseeing and coordinating recruitment efforts, application of HR policies & procedures; employee relations, training and other HR programs that support Plant employees at our Manufacturing and Warehouse facilities (PA and MD). This position provides strategic support of the HR Department’s projects and initiatives.  

Key Responsibilities
Recruitment Process Management & Oversight 
  • Manages recruiting process for area of support including, posting/advertising position openings, screening resumes, conducting telephone interviews; coordinating in-person interviews based on recommendations; conducting reference checks and extending offers of employment. Processes required background checks. 
  • Represents Herr Food’s at recruiting and other internal and external company related events.  
  • Guides new employees through the various onboarding stages, ensuring a positive and valuable experience. Coordinates and presents new hire orientation. 
  • Oversees entrance/exit interview process for area of support
People Strategy
  • Partners with leadership teams to understand business objectives and align HR strategies to support organizational goals.
  • Provides coaching and guidance to managers on performance management, employee engagement, and talent development.
  •  Leads workforce planning initiatives, including recruitment strategies, succession planning, and organizational design.
  • Gathers and analyzes HR Metric data to recommend improvements, process and/or procedural changes.
  • Oversees entrance/exit interview process for area of support and identifies trends to be communicated to appropriate people.
  • Collaborates with the HR team to implement and improve company-wide programs, including performance reviews, compensation planning, and training initiatives.
  • Ensures compliance with labor laws, regulations, and internal HR policies.
  • Champions a positive organizational culture following the company values by promoting employee engagement and retention strategies.

Employee Relations:
  • Completes employee relation investigations and follow-ups with parties while striving for creative and fair outcomes. 
  • Works proactively to identify problems and craft creative solutions.
  • Spends time walking the production and warehouse floor to proactively talk with employees, understand needs and ways to offer support.
  • Promotes HR and safety programs and policies to sustain an efficient and respectful workplace.
  • Participates in developing department goals and objectives.  
Customer Service/Communication
  • Cultivates positive professional relationships at all levels with a diverse audience.
  • Uses information provided from recruiting, benefits, leaves and safety teams to recommend the best communication strategy to area of support. 
  • Communicates and collaborates effectively while striving for the highest possible outcomes for employees and the organization. 
  • Drafts and communicates HR and company related announcements determining the appropriate and best suited forums.  
  • Develops and maintains strong working relationships with internal and external customers
  • Answers employee questions and addresses employee concerns with supervisor or appropriate manager and/or department. 
  • Provides back-up support for other positions within department, including safety. 
In addition to the essential functions listed above, the employee is expected to exercise honesty, integrity and respect with all clients and co-workers, preserve confidentially of all business information and data, maintain a professional appearance and demeanor, demonstrate a positive attitude, communicate effectively with co-workers and clients, work with accuracy, efficiency, and attention to detail, respect the work environment and keep it as environmentally friendly as possible, and exercise initiative to learn new skills and tasks and to help co-workers when possible.  Reliable attendance and punctuality are also required.  The employee is also expected to perform other related duties, special projects and functions as required from time to time.  


Qualifications
  • Bilingual/Spanish speaking required.
  • Demonstrated ability to maintain strict adherence to HIPAA & confidentiality requirements.  
  •  Bachelors degree in Human Resources preferred. HS Diploma or GED required. 
  • 3+ years of progressive HR experience required with working knowledge of employment/labor laws preferred. 
  • MS Office Suite intermediate skill level required.  
  • Demonstrated experience with attention to detail and excellent organization skills.
  • Demonstrated experience to work independently or as a team with results driven approach. 
  • Exemplary customer service skills and communication.
  • Excellent interpersonal relationship building skills; proven ability to build relationships and influence leaders 
  • Recognized as one who is proactive in problem-solving and works towards creative solutions. 
  • Ability to effectively present information in one-on-one and small group situations to internal/external customers. 
  • Requires strong problem-solving ability and strong analytic skills.

Physical requirements and work environment:
  • Performs work required for this position in an office environment.
  • Remains sedentary for moderate to extended periods of time.
  • Required to us a computer monitor, keyboard, and mouse for extended periods of time.
  • Ability to lift up to 20 pounds on occasion.

Reasonable Accommodation for Disability
Any employee, who believes that a reasonable accommodation is required for purposes of federal or state disability law is required to contact Human Resources to begin the interactive exchange process.