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Onboarding Coordinator Jobs in Rosedale, MD (NOW HIRING)

Sinclair Broadcast Group

Onboarding Specialist

MD · On-site

$21.80 - $25.64/hr

Sinclair is seeking an Onboarding Specialist to join our team in Hunt Valley, MD! Responsibilities ... Cross-Train with other designated trafficking/coordinator roles for business needs. * Maintain ...

Digital Remedy

Onboarding Specialist

Hunt Valley, MD

$21.80 - $25.64/hr

Sinclair is seeking an Onboarding Specialist to join our team in Hunt Valley, MD! Responsibilities ... Cross-Train with other designated trafficking/coordinator roles for business needs. * Maintain ...

Tate

Talent Acquisition Coordinator

Columbia, MD · On-site

$25 - $29/hr

Support onboarding coordination and pre-employment documentation processes. Documentation & Compliance Support * Maintain accurate recruitment records and ensure documentation compliance requirements.

Aston Carter

Talent Coordinator

Columbia, MD · On-site

$22/hr

Talent Coordinator We are seeking a dedicated Talent Acquisition Coordinator who will serve as a ... Onboarding * Talent acquisition * Administrative skills * New hire support Additional Skills ...

Aston Carter

Talent Coordinator

Columbia, MD · On-site

$22/hr

Job Title: Talent Coordinator/ HR Assistant We are seeking a dedicated Talent Acquisition ... Onboarding * Talent acquisition * Administrative skills * New hire support Additional Skills ...

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Onboarding Coordinator information

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How much do onboarding coordinator jobs pay per hour?

As of Aug 29, 2026, the average hourly pay for onboarding coordinator in Rosedale, MD is $22.99, according to ZipRecruiter salary data. Most workers in this role earn between $19.38 and $25.38 per hour, depending on experience, location, and employer.

What does an onboarding coordinator do?

An Onboarding Coordinator is responsible for managing the process of welcoming new employees to a company. They handle tasks such as preparing orientation materials, scheduling training sessions, ensuring completion of required paperwork, and serving as a point of contact for new hires during their transition. Their goal is to make sure new employees have a smooth and positive experience as they integrate into the organization. Onboarding Coordinators often work closely with HR, IT, and department managers to ensure all onboarding steps are completed efficiently.

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

To thrive as an Onboarding Coordinator, you need strong organizational skills, attention to detail, and experience in human resources or a related field, often supported by a bachelor's degree. Familiarity with HRIS platforms, onboarding software, and document management systems is typically required. Excellent communication, problem-solving abilities, and a customer-service mindset help create positive experiences for new hires. These skills are vital for ensuring a smooth onboarding process that sets up employees for long-term success and engagement.

What are some common challenges faced by onboarding coordinators, and how can they be addressed?

Onboarding Coordinators often face challenges such as managing multiple new hires simultaneously, ensuring timely completion of paperwork, and coordinating with various departments to provide necessary resources. Effective communication and strong organizational skills are essential to handle these tasks efficiently. Utilizing onboarding software and checklists can help streamline processes and minimize errors. Building good relationships with HR, IT, and hiring managers also helps ensure a smooth onboarding experience for new employees.

What is the difference between Onboarding Coordinator vs HR Assistant?

AspectOnboarding CoordinatorHR Assistant
CredentialsTypically requires HR-related certifications or experienceOften requires HR or administrative certifications
Work EnvironmentFocuses on new employee integration within HR or HR-related teamsSupports overall HR functions, including recruitment and employee records
Employer & Industry UsageCommon in corporate, healthcare, and educational sectorsWidely used across various industries for HR support roles

The Onboarding Coordinator primarily manages new employee onboarding processes, ensuring smooth integration into the company. In contrast, the HR Assistant provides broader HR support, including record keeping and administrative tasks. While both roles require HR knowledge, the Onboarding Coordinator specializes in onboarding activities, making it more focused on new hire experience.

What are the most commonly searched types of Onboarding jobs in Rosedale, MD?

The most popular types of Onboarding jobs in Rosedale, MD are:

What cities near Rosedale, MD are hiring for Onboarding Coordinator jobs?

Cities near Rosedale, MD with the most Onboarding Coordinator job openings:

Onboarding Coordinator jobs near you
Infographic showing various Onboarding Coordinator job openings in Rosedale, MD as of August 2026, with employment types broken down into 80% Full Time, 13% Part Time, and 7% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $47,829 per year, or $23 per hour.

Executive Recruitment and Onboarding Coordinator

Linthicum Heights, MD • On-site

University of Maryland Medical System
See more jobs at University of Maryland Medical Systemexternal

$20 - $26.75/hr

Full-time

Re-posted 28 days ago

Job description

Job Requirements

Responsible for managing the executive recruitment process, from initial candidate sourcing through to hiring, while also leading the onboarding experience for newly hired executives. Partners with leadership and internal and external recruitment partners managing recruitment needs and activities

Executive Recruitment Coordination:

  1. Partner with senior leadership to understand the hiring needs for executive-level positions across the organization.
  2. Manage the full lifecycle of executive recruitment processes, including developing leadership profiles, sourcing candidates, coordinating initial interviews, and facilitating final interview rounds in partnership with administrative teams and senior leadership.
  3. Create and implement engagement initiatives that span the entire recruitment lifecycle, including pre-interview preparation, interview process enhancement, post-interview follow-up, and onboarding integration, ensuring candidates feel supported and valued at every stage.
  4. Coordinate executive search activities with internal and external recruitment partners, including executive search firms.
  5. Provide regular updates to stakeholders on the status of searches, candidate pipelines, and upcoming recruitment needs.
  6. Act as the primary point of contact for executive candidates, providing timely and accurate information regarding their application status, interview schedules, and next steps.

Executive Onboarding:

 

  1. Lead and manage the pre-onboarding and onboarding process for newly hired executives, ensuring a smooth transition and integration into the organization.
  2. Create and manage employee packets that guide new executive hires in their transition to the community, organization and job specific responsibilities and expectations.
  3. Collaborate with HR, IT, and other departments to ensure that all necessary systems, tools, and resources are in place for new executives before their first day.
  4. In partnership with senior leadership, prepare personalized onboarding schedules, introducing new executives to key stakeholders and organizational leadership.
  5. Track and assess the effectiveness of the executive onboarding process, making recommendations for continuous improvement based on feedback from new hires and leadership.
  6. Monitors and completes required pre- and post- job offer screening requirements on all assigned candidates (e.g., background checks, reference checks, etc.) and escalates issues as appropriate.
  7. Verify and upload required documentation, ensure data accuracy in all systems, generate reports to track onboarding progress and completion, and monitor relevant performance metrics. 

Other:

    1. Administratively support talent leaders

    2. Other duties as assigned


Work Experience
  • Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience).
  • 2+ years of experience in recruitment, preferably with a focus on executive-level roles.

Employment Type: FULL_TIME

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