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New Hire Onboarding Program Manager Jobs (NOW HIRING)

Loomis

Onboarding Program Manager

Elmhurst, IL · On-site

$82K - $124K/yr

Job Summary The Onboarding Program Manager is responsible for designing, building, and continuously ... callbacks, and new-hire confidence metrics. * Use data and feedback to continuously refine ...

AMRI

Training Program Manager

Rensselaer, NY

$114K - $142K/yr

This includes overseeing new hire onboarding, monitoring training progress during the first 90 days, and managing ongoing hands-on training programs for existing employees. This role requires strong ...

Curia, Inc.

Training Program Manager

Rensselaer, NY · On-site

$114K - $142K/yr

This includes overseeing new hire onboarding, monitoring training progress during the first 90 days, and managing ongoing hands-on training programs for existing employees. This role requires strong ...

Veradigm

Talent Development Partner

Raleigh, NC · Hybrid

Own the full new hire onboarding experience, including program design, content development, facilitation, and ongoing iteration. * Coordinate with HR Business Partners, hiring managers, and cross ...

Carvana

Program Specialist, Talent Programs

Tempe, AZ · On-site

Specifically related to new hire onboarding program: * Ensure the effective communication of day ... Help manage, interpret, and develop reports that communicate results or trends to the team or ...

Judson

Onboarding Specialist

Cleveland, OH · On-site

$42K - $49K/yr

Coordinate and execute onboarding programs for new associates. * Serve as the main point of contact ... Partner with HR and hiring managers to ensure compliance with new hire tasks. * Track onboarding ...

Actalent

Onboarding Associate

Jacksonville, FL · Hybrid

$4.0K/mo

This role involves coordinating with new hire consultants, clients, program offices, and ... Manage an average of 25+ consultants and provide, at minimum, once daily updates on the onboarding ...

Actalent

Onboarding Associate

Jacksonville, FL · Hybrid

$20.19/hr

This role involves coordinating with new hire consultants, clients, program offices, and ... Manage an average of 25+ consultants and provide, at minimum, once daily updates on the onboarding ...

MedSpeed

Onboarding Specialist

Tempe, AZ

This position manages and owns pre-hire and early onboarding activities, including sending offer letters and background check registration links; monitors background check results, enters new ...

Mimecast

Senior Manager, GTM Onboarding

Lexington, MA

$132K - $198K/yr

The Senior Manager, GTM Onboarding is a critical role within the Global Enablement team ... new hire quota attainment, and program satisfaction scores. Use data to identify gaps and drive ...

Lease End

Onboarding Specialist

Lehi, UT · On-site

... managers, recruiters, IT, and HR leadership to remove barriers to success. This is a part-time position. Responsibilities * New hire onboarding * 30, 60, and/or 90 day new hire checks-ins, as ...

Lease End

Onboarding Specialist

Lehi, UT · On-site

$18/hr

... managers, recruiters, IT, and HR leadership to remove barriers to success. This is a part-time position. Responsibilities * New hire onboarding * 30, 60, and/or 90 day new hire checks-ins, as ...

Bold Orange Company, LLC

Program Manager

Minneapolis, MN · On-site +1

... new hire onboarding Manage and address individual feedback and performance opportunities for PM's aligned to the portfolio of business Support the implementation and definition of the innovation ...

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New Hire Onboarding Program Manager information

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$39K

$86.1K

$129.5K

How much do new hire onboarding program manager jobs pay per year?

As of Jul 29, 2026, the average yearly pay for new hire onboarding program manager in the United States is $86,139.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,000.00 and $100,000.00 per year, depending on experience, location, and employer.

What is the difference between New Hire Onboarding Program Manager vs Onboarding Specialist?

AspectNew Hire Onboarding Program ManagerOnboarding Specialist
CredentialsBachelor's degree, HR certifications often preferredHigh school diploma or equivalent, HR or onboarding certifications beneficial
Work EnvironmentLeads onboarding programs, manages teams, develops policiesExecutes onboarding activities, provides support to new hires
Industry UsageCommon in HR departments across industriesFound in HR teams, often in larger organizations
Search & Comparison IntentFocuses on program management and strategic onboardingFocuses on day-to-day onboarding tasks and support

The New Hire Onboarding Program Manager oversees the entire onboarding process, develops strategies, and manages teams, requiring more experience and broader responsibilities. The Onboarding Specialist handles the execution of onboarding activities, providing direct support to new hires. Both roles are essential in HR but differ in scope and seniority.

What is a New Hire Onboarding Program Manager?

A New Hire Onboarding Program Manager is a professional responsible for designing, implementing, and managing the onboarding process for new employees within an organization. Their main goal is to ensure that new hires have a smooth transition into the company, understand organizational culture, and receive the training and resources needed to succeed in their roles. They coordinate with different departments to create orientation programs, track new employee progress, and continuously improve onboarding strategies. Their work helps increase employee retention, engagement, and productivity.

What are some common challenges faced by a New Hire Onboarding Program Manager, and how can they be effectively addressed?

A New Hire Onboarding Program Manager often encounters challenges such as ensuring consistency in onboarding experiences across departments, managing large volumes of new hires during peak periods, and adapting onboarding processes to accommodate remote or hybrid work environments. To address these, it's important to maintain clear communication channels with stakeholders, leverage onboarding software for streamlined processes, and regularly gather feedback from new hires to continuously improve the program. Building strong relationships with HR, IT, and department leads also helps in providing a seamless onboarding journey.

What are the key skills and qualifications needed to thrive as a New Hire Onboarding Program Manager, and why are they important?

To thrive as a New Hire Onboarding Program Manager, you need expertise in HR processes, program management, and employee training, typically supported by a bachelor's degree in human resources or a related field. Familiarity with HRIS platforms, learning management systems (LMS), and onboarding software is often required, along with certifications like SHRM-CP or PHR. Strong communication, organizational, and interpersonal skills help you engage new hires and collaborate with multiple departments. These skills and qualifications are vital to ensure new employees are integrated smoothly, improving retention and accelerating productivity.
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What cities are hiring for New Hire Onboarding Program Manager jobs? Cities with the most New Hire Onboarding Program Manager job openings:
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New Hire Onboarding Program Manager jobs near you
Infographic showing various New Hire Onboarding Program Manager job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 82% Full Time, 12% Part Time, and 5% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $86,139 per year, or $41.4 per hour.

Onboarding Program Manager

Loomis

Elmhurst, IL • On-site

$82K - $124K/yr

Full-time

Re-posted 3 days ago

Job description

With over 140 years of innovation and service excellence, Burroughs keeps technology running for some of the largest financial institutions and retailers across North America. Through our North American network of field service professionals and digital support teams, we deliver full lifecycle management for payment and transaction automation, self-service, robotic, and IoT technologies-ensuring our customers experience maximum uptime and performance every day.
At Burroughs, we believe in growing our people as much as we grow our technology services. Many of our leaders began their careers in the field, and their success stories continue to inspire new generations of technicians, engineers, and support professionals. Our work is diverse, dynamic, challenging, and rewarding-but for those with curiosity, integrity, and a drive to learn, Burroughs is a place to build a lasting and meaningful career.
Job Summary
The Onboarding Program Manager is responsible for designing, building, and continuously improving a cohesive, unified, and repeatable onboarding program for Burroughs' technical workforce. This role sits within the Training organization and plays a critical role in accelerating speed to competency and confidence for new hires supporting Burroughs-serviced and installed products. This individual will leverage AI-enabled learning technologies, content curation and data-lake strategies, augmented reality (AR), and mentorship-style shadowing models to modernize onboarding across field service, technical support, and product-centric roles. The role blends instructional design, knowledge architecture, and emerging technology to ensure onboarding is scalable, measurable, and tightly aligned to operational outcomes.
Essential Functions / Key Responsibilities
  • Design and own a standardized, role-based onboarding framework that can be consistently deployed across products, regions, and technical roles.
  • Build structured onboarding journeys that blend digital learning, instructor-led or virtual sessions, mentorship-style shadowing, and hands-on labs and simulations.
  • Ensure onboarding content progresses logically from foundational knowledge to job-ready execution.

Knowledge, Skills & Abilities
  • AI-Enabled Learning & Knowledge Architecture
  • Leverage AI technologies to surface relevant onboarding content contextually, reduce time spent searching for technical information, and improve learner confidence during early field assignments.
  • Partner with relevant teams to aggregate technical content into a centralized, searchable knowledge data lake.
  • Apply metadata, tagging, and taxonomy standards to ensure content is discoverable and continuously usable.

Content Curation & Knowledge Consolidation
  • Identify and inventory all pockets of technical content across the organization.
  • Curate, normalize, and structure content into a single source of truth for onboarding and early-tenure support.
  • Establish governance for content quality, ownership, and lifecycle management.

Augmented Reality & Experiential Learning
  • Incorporate augmented reality (AR) and immersive learning approaches to support equipment familiarity, installation workflows, and maintenance and troubleshooting procedures.
  • Collaborate with SMEs and vendors to align AR use cases to real-world field scenarios.

Mentor & Shadowing Program Enablement
  • Design scalable mentorship-style onboarding models that pair new hires with experienced technicians or specialists.
  • Create structured shadowing plans, observation checklists, and skill validation milestones.
  • Ensure consistency and quality across regions while allowing for local operational nuance.

Measurement, Optimization & Continuous Improvement
  • Define onboarding KPIs tied to operational outcomes such as time to first independent job, time to productivity, early-tenure error rates or callbacks, and new-hire confidence metrics.
  • Use data and feedback to continuously refine onboarding pathways and learning assets.

Education & Experience
Preferred Qualifications
  • 2-5 years experience supporting field service, ATM, POS, smart safe, robotics, or unattended technology environments.
  • Familiarity with AR/VR learning platforms.
  • Experience with AI-powered search or knowledge tools.
  • Background in instructional design models.
  • Experience aligning onboarding outcomes to service or customer performance metrics.

Core Competencies
  • Systems thinking and learning architecture design.
  • Strong collaboration across technical and operational teams.
  • Ability to translate complex technical information into structured learning pathways.
  • Change leadership and influence without authority.
  • Data-driven decision making and continuous improvement mindset.

Physical Requirements & Working Conditions
  • This is a largely sedentary role requiring use of typical office equipment such as a computer, laptop, and phone.
  • Office-based position.

Burroughs is an Equal Opportunity Employer and Drug Free Workplace. Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, sexual orientation, gender identity, protected veteran status or disability.

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