Resume Example

Onboarding Specialist Resume Examples

Use these ATS-friendly resume examples and templates to showcase your onboarding volume, time to value, and retention results as an Onboarding Specialist.
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A strong onboarding resume should show how many people or customers you brought in and what happened to them afterwards. Highlight onboardings or enrollments per year, time to go-live, first payroll, or productivity with a before and after, early retention or turnover figures, accuracy rates, and any checklist or programme that other people adopted. Say which kind of onboarding you do, because implementing software for new customers, welcoming new employees, and enrolling members in a health plan are different jobs that share a word. Use the examples below to see how to turn onboarding work into clear, results-focused resume achievements.

Onboarding Specialist Resume Example

Meet Cassius Oyinlola, a fictional onboarding specialist implementing a payroll platform for about 90 new customers a year. This example covers customer onboarding, measured on time to first payroll, on-time go-live rate, and 90-day retention.

Cassius Oyinlola

(385) 555-0114 ◇ Lehi, UT

cassius.oyinlola@example.com ◇ linkedin.com/in/cassius-oyinlola ◇ cassiusoyinlola.com

Objective

Onboarding specialist with 6 years implementing software for new customers, running about 90 onboardings a year for a payroll platform. Cut average time to first payroll run from 34 days to 12, holds a 97% on-time go-live rate, and raised 90-day retention on onboarded accounts from 84% to 95%. Customer onboarding is the point where a sale becomes a customer or does not.

Education
B.S. in Business Management, Timpanogos Crown University 2015 – 2019

Coursework in Information Systems, Project Management, Accounting, and Organizational Behaviour.

Certified Payroll Professional, American Payroll Association 2022

Also completed a 30-hour course in customer implementation project management in 2021.

Skills
Customer Onboarding
Implementation planning, kickoff and discovery, data migration and validation, configuration, parallel run, go-live and handover
Domain Knowledge
Payroll processing, tax setup, benefits deductions, time and attendance integration, compliance requirements by state
Customer Management
Expectation setting, training delivery, escalation handling, adoption tracking, handover to account management, feedback to product
Tools & Platforms
Salesforce, Gainsight, Jira, Zendesk, Excel and data import tools, Zoom, Loom, Confluence
Experience
Onboarding Specialist 04/2022 – Present
Timpanogos Crown Payroll Software Lehi, UT
  • Run about 90 customer onboardings a year for companies of 50 to 800 employees moving onto a payroll platform.
  • Cut average time to first payroll run from 34 days to 12 by rebuilding the data migration step around a validated template.
  • Hold a 97% on-time go-live rate and raised 90-day retention on onboarded accounts from 84% to 95%.
Implementation Coordinator 06/2020 – 03/2022
Wasatch Front Line Software Lehi, UT
  • Coordinated about 120 onboardings a year for a scheduling product, handling setup, training, and go-live.
  • Raised customer training attendance from 58% to 91% by moving to 3 short sessions rather than 1 long one.
  • Cut go-live support tickets 46% by adding a readiness checklist signed off by the customer before launch.
Customer Support Specialist 07/2019 – 05/2020
Wasatch Front Line Software Lehi, UT
  • Handled about 45 support tickets a day for a customer base of 3,000 accounts.
  • Held a 4.8 of 5 satisfaction score across roughly 2,500 rated tickets.
  • Identified that 30% of tickets came from customers in their first 60 days, which led to the onboarding role being created.
Projects

Data Migration Template. Rebuilt the employee data migration around a validated import template with 40 checks, which cut time to first payroll run from 34 days to 12 because errors were caught before load rather than in the first parallel run.

Retention Through Onboarding. Raised 90-day retention from 84% to 95% by adding a 30-day and 60-day check-in with usage review, so accounts drifting toward churn were caught while onboarding still had a relationship with them.

Readiness Checklist. Built a customer-signed readiness checklist at a previous employer that cut go-live tickets 46%, because it made the customer confirm the 12 things that had caused most launch problems.

Extra-Curricular Activities
  • Serve on the committee of a regional customer success network with about 200 members.
  • Volunteer payroll advisor to 2 nonprofits a year setting up their first payroll system.
  • Mentor 2 support specialists a year moving into onboarding roles.
Leadership
  • Lead an onboarding team of 4 and own the go-live standard for about 350 customers a year.
  • Built the migration template and readiness checklist now used across the whole onboarding function.
  • Trained 6 account managers on the handover process and first-90-day risk signals.
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Onboarding Manager Resume Example

Meet Rosamund Fairley, an onboarding manager in human resources leading new employee onboarding for a health system hiring 1,400 people a year. This example is about the first 90 days of employment, measured in early turnover and time to productivity.

Rosamund Fairley

(812) 555-0137 ◇ Bloomington, IN

rosamund.fairley@example.com ◇ linkedin.com/in/rosamund-fairley ◇ rosamundfairley.com

Objective

Onboarding manager with 9 years in human resources, leading new employee onboarding for a healthcare system hiring about 1,400 people a year across 6 sites. Cut 90-day turnover from 27% to 12%, reduced time to full productivity for clinical hires from 11 weeks to 6, and holds a 4.7 of 5 new hire experience rating. The first 90 days decide whether a hire stays, and this role owns them.

Education
B.S. in Human Resource Management, Monroe County Crown University 2013 – 2017

Coursework in Talent Management, Organizational Behaviour, Employment Law, and Training Design.

SHRM Certified Professional, Society for Human Resource Management 2020

Also completed a certificate in learning experience design in 2022.

Skills
Onboarding Programme
Preboarding, orientation design, 30-60-90 day plans, manager onboarding toolkits, buddy programmes, role-specific onboarding paths
Measurement
Early turnover analysis, time to productivity tracking, new hire experience surveys, manager check-in compliance, retention reporting
Operations
Onboarding system administration, compliance and credential tracking, cross-functional coordination with IT and facilities, team leadership
Tools & Platforms
Workday, Enboarder, Cornerstone, Qualtrics, Microsoft 365, Power BI, DocuSign
Experience
Onboarding Manager 02/2021 – Present
Monroe County Crown Health System Bloomington, IN
  • Lead new employee onboarding for a health system hiring about 1,400 people a year across 6 sites, with a team of 5.
  • Cut 90-day turnover from 27% to 12% across 4 years by rebuilding the first 90 days around manager check-ins and role-specific paths.
  • Reduced time to full productivity for clinical hires from 11 weeks to 6, and hold a 4.7 of 5 new hire experience rating.
Onboarding Specialist 06/2018 – 01/2021
Hoosier Line Manufacturing Group Bloomington, IN
  • Ran orientation and first-90-day support for about 600 new hires a year across 3 plants.
  • Built a preboarding programme that cut first-day no-shows from 9% to 2%.
  • Raised manager check-in completion from 41% to 88% by building the check-in into the onboarding system.
HR Coordinator 07/2017 – 05/2018
Hoosier Line Manufacturing Group Bloomington, IN
  • Processed about 50 new hires a month, including offer letters, background checks, and system setup.
  • Cut new hire paperwork errors 70% by moving 12 forms to electronic completion before day 1.
  • Coordinated 24 orientation sessions a year for groups of 15 to 40.
Projects

First 90 Days Rebuild. Rebuilt onboarding from a 2-day orientation into a 90-day programme with role-specific paths, required manager check-ins at days 7, 30, and 60, and a buddy for every hire. Ninety-day turnover fell from 27% to 12%.

Clinical Time to Productivity. Cut clinical time to productivity from 11 weeks to 6 by sequencing credentialing, system access, and unit orientation in parallel rather than one after another, which had been adding 4 weeks to every nurse hire.

Preboarding Programme. Built a preboarding programme at a previous employer covering paperwork, equipment, and a manager welcome before day 1, which cut first-day no-shows from 9% to 2%.

Extra-Curricular Activities
  • Serve on the committee of a regional human resources chapter with about 300 members.
  • Speak at healthcare workforce conferences about once a year on early turnover.
  • Mentor 3 HR coordinators a year moving into onboarding and talent roles.
Leadership
  • Lead an onboarding team of 5 covering 6 sites and about 1,400 hires a year.
  • Trained 180 hiring managers on the check-in and 30-60-90 day plan standard.
  • Developed 2 onboarding specialists into senior roles across 4 years of coaching.
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Enrollment Specialist Resume Example

Meet Demarcus Pettiford, an enrollment specialist processing about 3,200 enrollments a year for a regional health plan. This example is written for benefits and health plan enrollment, measured on accuracy, processing time, and eligibility issues resolved.

Demarcus Pettiford

(478) 555-0152 ◇ Macon, GA

demarcus.pettiford@example.com ◇ linkedin.com/in/demarcus-pettiford ◇ demarcuspettiford.com

Objective

Enrollment specialist with 7 years in health plan and benefits enrollment, processing about 3,200 enrollments a year for a regional health plan serving 180,000 members. Holds a 99.4% enrollment accuracy rate, cut average enrollment processing time from 6 days to 2, and resolved about 900 eligibility issues a year with 96% closed within 5 business days. Enrollment is where a member either gets coverage on time or does not.

Education
B.S. in Health Administration, Ocmulgee River Crown University 2015 – 2019

Coursework in Health Insurance, Healthcare Operations, Regulation, and Data Management.

Certified Professional in Health Plan Operations, Middle Georgia Line Institute 2022

Also holds a state life and health insurance licence, earned in 2020 and kept current.

Skills
Enrollment Processing
Application intake and verification, eligibility determination, effective date rules, dependent and qualifying event changes, terminations and reinstatements
Eligibility and Compliance
Plan rules and regulatory requirements, employer group setup, electronic enrollment file reconciliation, audit support, record accuracy
Member and Group Support
Member and employer enquiries, open enrollment coordination, broker liaison, issue resolution, plain-language explanation of coverage
Tools & Platforms
Facets, Salesforce, Excel, electronic data interchange file tools, Microsoft Teams, Genesys
Experience
Enrollment Specialist 05/2021 – Present
Ocmulgee River Crown Health Plan Macon, GA
  • Process about 3,200 enrollments a year for a regional health plan serving 180,000 members across 400 employer groups.
  • Hold a 99.4% enrollment accuracy rate at audit and cut average processing time from 6 days to 2.
  • Resolve about 900 eligibility issues a year, with 96% closed within 5 business days.
Benefits Enrollment Coordinator 07/2019 – 04/2021
Middle Georgia Line Benefits Group Macon, GA
  • Coordinated open enrollment for 60 employer clients covering about 9,000 employees each year.
  • Raised on-time enrollment completion from 82% to 97% by running 40 employee information sessions a season.
  • Reconciled electronic enrollment files for 12 carriers, cutting file rejections from about 90 a month to 8.
Member Services Representative 06/2018 – 06/2019
Middle Georgia Line Benefits Group Macon, GA
  • Handled about 60 member calls a day on coverage, eligibility, and enrollment questions.
  • Held a 4.7 of 5 member satisfaction score across roughly 3,000 rated calls.
  • Documented 20 recurring enrollment questions into a guide used by a team of 12.
Projects

Processing Time Reduction. Cut enrollment processing from 6 days to 2 by building an intake checklist that catches the 8 most common application gaps at receipt, so applications stopped waiting in a queue for information that could have been requested on day 1.

File Rejection Reduction. Cut electronic enrollment file rejections from about 90 a month to 8 at a previous employer by mapping the 12 carrier formats once and validating every file before submission.

Open Enrollment Sessions. Ran 40 employee information sessions a season for 60 employer clients, which raised on-time completion from 82% to 97% because employees understood their options before the deadline.

Extra-Curricular Activities
  • Volunteer enrollment assister at a community health centre during open enrollment, about 60 households a year.
  • Member of a regional health plan operations association, attending about 6 events a year.
  • Coach a youth basketball team of 12 players across a 14-week season.
Leadership
  • Train 4 new enrollment specialists a year on the intake checklist and eligibility rules.
  • Built the intake checklist and file validation process now used by an enrollment team of 16.
  • Serve as the escalation contact for 25 employer group administrators during open enrollment.
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