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Offboarding Specialist Jobs (NOW HIRING)

Altrian, inc

Personnel Specialist

Miami, FL · On-site

The Personnel Specialist plays a pivotal role in managing various aspects of human resources ... Employee Onboarding and Offboarding: * Coordinate and conduct new employee orientation programs.

Altrian, inc

Personnel Specialist

Miami, FL · On-site

The Personnel Specialist plays a pivotal role in managing various aspects of human resources ... Employee Onboarding and Offboarding: * Coordinate and conduct new employee orientation programs.

Call On Doc

Human Resource Specialist

Irving, TX · Remote

$55K - $65K/yr

Human Resources Specialist Position Summary The Human Resources Specialist is responsible for the ... This role serves as the primary administrator for offboarding, benefits, leave administration, HR ...

New

Fuku

NA Human Resources Specialist

Seattle, WA

NA Human Resources Specialist (Seattle, WA) We are seeking an NA Human Resources Specialist to join ... Onboarding & Offboarding Coordination: * P lan and execute onboarding and offboarding logistics in ...

Fuku

NA Human Resources Specialist

Seattle, WA · On-site

NA Human Resources Specialist (Seattle, WA) We are seeking an NA Human Resources Specialist to join ... Onboarding & Offboarding Coordination: - Plan and execute onboarding and offboarding logistics in ...

Questx

Client Lifecycle Specialist

Boca Raton, FL · On-site

The Client Lifecycle Operations Specialist plays a vital role in supporting and optimizing the ... Support the offboarding process, ensuring a professional and smooth transition for departing ...

Questx

Client Lifecycle Specialist

Boca Raton, FL · On-site

The Client Lifecycle Operations Specialist plays a vital role in supporting and optimizing the ... Support the offboarding process, ensuring a professional and smooth transition for departing ...

Questx

Client Lifecycle Specialist

Boca Raton, FL · On-site

The Client Lifecycle Operations Specialist plays a vital role in supporting and optimizing the ... Support the offboarding process, ensuring a professional and smooth transition for departing ...

Pavago

HR Specialist

HR Specialist Full-Time Remote U.S. Business Hours (Flexibility required for onboarding cycles ... This role plays a critical part in: * onboarding and offboarding, * HR compliance, * payroll ...

Avathon

IT Support Specialist

Pleasanton, CA

$70K - $110K/yr

Update documentation procedures for common processes (on/offboarding, conference room preparation, hardware purchases and inventory management) * Shadow senior team members to continue learning ...

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Offboarding Specialist information

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How much do offboarding specialist jobs pay per hour?

As of Aug 8, 2026, the average hourly pay for offboarding specialist in the United States is $24.95, according to ZipRecruiter salary data. Most workers in this role earn between $18.27 and $28.85 per hour, depending on experience, location, and employer.

What are the primary challenges faced by an offboarding specialist and how can they be addressed?

Offboarding Specialists often encounter challenges such as managing sensitive employee exits, ensuring all exit procedures are completed accurately, and maintaining compliance with company policies. Navigating emotional conversations while preserving a positive relationship with departing employees requires strong interpersonal skills and discretion. To address these challenges, Offboarding Specialists work closely with HR, IT, and payroll teams to coordinate tasks, document progress, and ensure a smooth transition for both the individual and the organization.

What is an offboarding specialist?

Offboarding Specialists are human resources professionals who manage the process of transitioning employees out of a company. They handle tasks such as conducting exit interviews, ensuring the return of company property, revoking system access, and assisting with final paperwork. Their goal is to ensure a smooth, compliant, and positive experience for departing employees while protecting the organization's interests. Offboarding Specialists also help gather feedback to improve company culture and reduce future turnover.

What are the key skills and qualifications needed to thrive as an offboarding specialist, and why are they important?

To thrive as an Offboarding Specialist, you need strong organizational skills, attention to detail, and a background in human resources or a related field. Familiarity with HRIS platforms, exit interview tools, and compliance management systems is typically required. Excellent communication, discretion, and empathy are valuable soft skills for managing sensitive employee transitions. These skills ensure smooth, compliant, and respectful offboarding processes that protect both organizational interests and departing employees’ experiences.
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Offboarding Specialist jobs near you
Infographic showing various Offboarding Specialist job openings in the United States as of August 2026, with employment types broken down into 80% Full Time, 5% Part Time, and 15% Contract. Highlights an 95% In-person, and 5% Remote job distribution, with an average salary of $51,897 per year, or $25 per hour.

Human Resource Employee Specialist (Onboarding/Offboarding)

LifeStream Behavioral Center

Leesburg, FL • On-site

Full-time

Re-posted 11 days ago

Job description

JOB SUMMARY: The Human Resource Employee Specialist at LifeStream is a front-line employee services position. The Employee Specialist has a solid understanding of various HR practices and can fill in when needed but will have a specialized area of practice. A successful Human Resource Employee Specialist at LifeStream is willing to assist colleagues and newcomers with their knowledge and available resources to better the employees' experience within the company. They enjoy a challenging atmosphere, being part of a productive team, and multi-tasking with a variety of duties. Building a positive rapport in and for the company is as important to the Human Resource Employee Specialist as maintaining an efficient workflow.
ESSENTIAL FUNCTIONS and RESPONSIBILITIES: The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification with or without an accommodation. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.
  • General Clerical Functions: data entry, filing, assisting employees, answering calls/emails, utilizing Microsoft Excel to create and regularly update spreadsheets, other reporting functions.
  • Employee Services: The following functions are specific to Human Resources and are frequently performed by all Human Resource Generalists regardless of specialization. Verifications of employment, preparing for and assisting in audits, gateway between prospective employees and LifeStream, liaison between departments.

Employee Specialist:
  • Delivers an exceptional customer service experience by facilitating a welcoming and seamless timely onboarding experience for new hires and transfers.
  • Consistent follow-up with hiring managers throughout the onboarding process.
  • Scheduling new hires for Conditional Offer of Employment and Final Processing appointments
  • Traveling to Hillsborough County on a weekly basis or as needed to complete onsite onboarding appointments
  • Reviewing new hire, transfer, and resignation/termination documents submitted by Hiring Managers for accuracy
  • Serves as the primary contact for new hires and manages all aspects of the early onboarding process, including ensuring the accurate completion of the following new hire paperwork/processes:
    • Health screening
    • AHCA background checks
    • Local background checks
    • TB Tests and Drug Screenings
    • Previous Employment and/or reference checks
    • Previous Circuit 5 Child Welfare Employment checks (if applicable)
    • E Verify
    • Affidavit of Good Moral Character
    • I-9
    • W4
    • Motor Vehicle Reports
  • Follows up with new hires on any outstanding questions or issues.
  • Works with service vendors (such as health screening/drug screening vendors) to troubleshoot and resolve any issues which may arise during onboarding.
  • Responsible for setting up the new hires in the payroll and other HRIS systems such as Workforce Ready ensuring accuracy; oversees the maintenance, accuracy and comprehensiveness of the new employee personnel files, I-9's and other confidential files.
  • Assists HR Supervisor with auditing and assembling employee files to ensure all required documentation is present in each employee file.
  • Coordinate with other team members to provide required data for any HR related audits & investigations.
  • Comply with federal, state and local legal requirements by staying abreast of new legislation and ensuring adherence to requirements.
  • Coordinates with Credentialing department on obtaining specific documents for physicians, therapists, and nurses
  • Maintains accuracy of current employee credentials (licenses, degrees, etc.) to ensure compliance
  • Maintains accuracy of current employee ACHA background screening renewals to ensure compliance
  • Coordinates status changes and forwards to VP of HR for approval and moving along the approval process.
  • Completes offboarding checklist to ensure finalization of all terminated employees including removal from ACHA employee roster
  • Assists HR Supervisor with creating, editing and distributing reports such as monthly Motor Vehicle Reports, HR Dashboard Reporting, etc. as requested.
  • Maintains and stocks documentation needed for hiring process.
  • Serves as back-up for assigned HR Team member for ongoing team viability.
  • Other related duties as assigned.

COMPETENCIES: Knowledge, Skills, Abilities, and Motivation (KSAM) required for an employee to be successful
  • Serving Our Consumers: Effectively meeting consumer needs, building productive consumer relationships, and taking responsibility for consumer satisfaction and loyalty.
  • Consumer Focus: Dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect
  • Valuing Diversity: Works with and values all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages and both sexes; supports equal and fair treatment and opportunity for all.
  • Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
  • Peer Relationships: Can quickly find common ground and solve problems for the good of all; can represent his/her own interests and yet be fair to other groups; can solve problems with peers with a minimum of noise; is seen as a team player and is cooperative; easily gains trust and support of peers; encourages collaboration; can be candid with peers.
  • Effective Communication: Clearly conveying information and ideas to individuals and groups in a manner that engages the audience and helps them understand and retain the message.
  • Listening: Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees.
  • Conflict Management: Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
  • Informing: Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or organization; provides individuals information so that they can make accurate decisions; is timely with information.
  • Continuous Improvement: The ongoing process of achieving positive changes in service and processes in order to improve efficiency and quality.
  • Organizing: Can marshal resources (people, funding, material, support) to get things done; can orchestrate multiple activities at once to accomplish a goal; uses resources effectively and efficiently; arranges information and files in a useful manner.
  • Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
  • Planning: Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.
  • Problem Solving: Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at hones analysis; looks beyond the obvious and doesn't stop at first answers.
  • Process Management: Good at figuring out the processes necessary to get things done; understands how to separate and combine tasks into efficient workflow; can see opportunities for synergy and integration where others can't; can simply complex processes; gets more out of fewer resources.
  • TQM/Re-Engineering: Is dedicated to providing the highest quality products and services which meet the needs and requirements of internal and external customers; is open to suggestions and experimentation; creates a learning environment leading to the most efficient and effective work processes.
  • Expertise: Demonstrating proficiency of an employee's skill or knowledge within their field of practice.
  • Functional/Technical Skills: Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.

JUDGMENT/DECISION MAKING: Must be able to assure employee confidentiality while maintaining open lines of communication with all employees. Must have the ability to identify potential and actual issues relating to the employee lifecycle and solve or refer to the appropriate individual.
EDUCATION & EXPERIENCE:
  • Education:
    • High School Diploma or equivalent required
    • Associated degree preferred
  • Preferred:
    • Minimum of Three (3) years' experience in a Human Resources setting required
    • Experience in a Human Resource specialty required
    • Minimum of Three (3) years' experience in a Human Resource customer service setting required
  • Driving Requirements:
    • Must be Over the age of 21 required
    • Minimum of 5-years driving experience required
    • Possess a Valid FL Driver's license (within 30 days of hire if currently do not possess)
    • Possess a continuously valid US Driver's license for the past three years, from date of issue required
    • Safe Driving record required

TRAINING & DEVELOPMENT: Completes all requirements according to Individual Training Plan within the first six months of hire and annually.

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