At Compu Dynamics, we don’t just build infrastructure—we create the backbone of the digital future. As North America’s premier technology infrastructure design-build partner, we design, construct, and maintain mission-critical data centers for some of the world’s most innovative companies. With roots in one of the fastest-growing data center markets in the world, our growth is as intentional as our impact.

Summary

Owns day-to-day execution of the onboarding experience, from the moment an offer is accepted through a new hire's first 60 days. Serves as the single point of contact for new hires before they start, makes sure everything is ready on Day 1, and stays with them through ramp plans, 30-, 45-, and 60-day touchpoints aligned to the 60-day probationary period, and cultural integration. Partners with HR on the transactional steps: Talent Management owns the experience, HR owns the transaction.

Essential Functions and Responsibilities

Talent Acquisition

Receives a handoff from the Talent Acquisition team at offer acceptance; not involved in sourcing or recruiting.

Tracks every new hire's status through onboarding stages.

Learning & Development

Maintains onboarding curriculum content with the Learning & Development Manager and makes sure role-specific training is scheduled before Day 1.

Feeds new hire ramp feedback into training improvements.

Builds manager onboarding for newly hired and promoted leaders.

Onboarding & Employee Experience

Serves as the single point of contact for every new hire from offer acceptance through Day 1.

Owns all pre-onboarding communication: what to expect, start date, reporting location, and first-day details.

Requests equipment, vehicles and IT access for each new hire and confirms everything is ready before Day 1; follows up until every ticket is complete.

Schedules each new hire's first week, combining the standard orientation agenda with role-specific items from the hiring manager.

Coordinates travel and logistics for new hires who start away from headquarters or travel for orientation.

Coordinates with the HR Generalist: Talent Management owns the experience, HR owns the transaction (Paylocity setup, I-9, benefits enrollment, policy acknowledgments). Follows up with new hires directly when compliance items are outstanding.

Facilitates cultural orientation and makes sure safety orientation is completed in every new hire's first week.

Hands each new hire off to the hiring manager and team after Day 1, then owns ramp plans, 30-, 45-, and 60-day touchpoints aligned to the 60-day probationary period, and new hire check-ins.

Sends probationary review reminders to the hiring manager and HR at Day 45 and confirms every review is completed before Day 60.

Collects new hire feedback through check-ins and 30- and 60-day surveys and flags experience issues to the Talent Manager.

Delivers a first-60-days experience thatreflects the employee value proposition.

Career Mobility

Introduces career paths and progression matrices during onboarding.

Talent Planning & Retention

Forecasts onboarding volume from the hiring plan.

Tracks early retention and 60-day survey results; flags ramp risks to the hiring manager and Talent Manager before the end of the probationary period.

Owns all new hire checklists, trackers, and status reports.

Talent Team Management & Growth

Coaches new hires and their managers through ramp.

Flags recurring onboarding breakdowns and recommends process fixes to the Talent Manager.

Required Qualifications

Bachelor's degree or equivalent experience.

2+ years in onboarding, HR or recruiting coordination, or operations coordination.

Highly organized, with a track record of managing many moving pieces against firm deadlines.

Clear, warm, professional communication with new hires, managers, and internal teams.

Comfortable with Microsoft Office and with tracking work in shared systems.

Handles confidential employee information with discretion.

Experience with Paylocity and Greenhouse preferred.

Experience onboarding a field, construction, or multi-site workforce preferred.

Experience coordinating IT and equipment setup for new employees preferred.

Success Factors and Company Values

Professionalism: Makes every new hire's first 60 days reflect well on the company.

Exceeding Expectations: Catches ramp risks before the end of the probationary period.

Mutual Respect: Meets new hires where they are; advocates for their success.

Integrity: Gives honest ramp feedback to managers and the Talent Manager.

Safety: Ensures safety orientation is completed in every new hire's first week.

Work Environment and Physical Demands

This role is based primarily in a standard office environment, with occasional travel to offices and project sites for orientation and new hire check-ins. Work on active sites requires following all site safety protocols and appropriate personal protective equipment. Duties occasionally require standing, walking, and lifting up to 20 pounds.

Compu Dynamics Pay Range

$68,000—$90,000 USD

Compu Dynamics offers a comprehensive benefits package that supports the health, well-being, and growth of our team members. Full-time employees are eligible for:

Medical, Dental, and Vision Insurance – effective the first of the month following hire, with plans currently offered through Cigna.
401(k) Retirement Plan – automatic enrollment at 3% on your date of hire; company match up to 4% (with a 7% contribution needed to receive the full match), plus profit-sharing opportunities.
Employer-Paid Life Insurance – coverage equal to 1x your salary.
Short-Term Disability (STD) – fully paid by Compu Dynamics.
Voluntary Benefits – including Long-Term Disability, supplemental life insurance (employee, spouse, children), Accident, Critical Illness, and Hospital Indemnity coverage.
Paid Time Off (PTO) – accrue up to 160 hours (4 weeks) annually, beginning after 60 days of employment.
Paid Holidays – 7 company-observed holidays plus a floating holiday.
Birthday Time Off – 8 hours of paid time off during your birthday month.
Paid Parental Leave – 8 weeks maternity leave and 2 weeks paternity leave, concurrent with FMLA.
Volunteer Time Off (VTO) – 40 hours annually for community service.
Boot Reimbursement – up to $150 annually, available from your first day.
Tool Reimbursement – $250 annually, available after 60 days.
Tuition Reimbursement – up to $5,000 annually for approved educational programs.

Compu Dynamics provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws.

Compu Dynamics complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfers, leaves of absence, compensation and training.

Compu Dynamics expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability of Compu Dynamics employees to perform their expected job duties is absolutely not tolerated.

Onboarding Specialist

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