Onboarding Supervisor Latin America

The Onboarding Supervisor is responsible for leading and overseeing the day-to-day operations of the onboarding administration team in Latin American countries. This role ensures a positive new hire experience by coordinating pre-employment and onboarding activities, maintaining data accuracy, ensuring compliance with company policies and regulatory requirements, and driving process excellence. The supervisor provides guidance, coaching, and performance management for team members while collaborating with HR Business Partners, Talent Acquisition, People Services, Payroll, and business stakeholders.

• A bachelor’s degree in any disciple is mandatory. If it’s in Business Administration, it would be an advantage.
• 8+ years of demonstratable experience in HR operations, Onboarding Administration, shared services, or related functions.
• At least 1-3 years of people leadership or supervisory experience preferred.
• Experience working with HRIS platforms such as Workday, SuccessFactors, Oracle HCM, or similar systems.
• Experience managing service delivery in a shared services environment is highly desirable.
• Should possess Advanced Spanish and English language skills
• Prior experience of setting up processes or being part of projects would be an advantage
• Critical thinking and problem solving is an absolute must

Team Leadership & Management

• Supervise, coach, and develop a team of onboarding administrators.

• Manage team workload, schedules, and performance to meet service level agreements (SLAs).

• Conduct regular performance reviews, goal setting, and development discussions.

• Foster a culture of accountability, customer service, and continuous improvement.

• Support recruitment, training, and onboarding of new team members.

Onboarding Operations

• Drive processes to achieve great candidate experience and hiring manager experience.

• Oversee end-to-end onboarding administration activities for new hires and rehires.

• Ensure timely completion of employment documentation, background checks, and pre-employment requirements.

• Adjudicate background checks that are marked as decisional, which requires approval as per the Decision Matrix.

• Monitor onboarding workflows to ensure accuracy, efficiency, and compliance.

• Resolve complex onboarding issues and escalate concerns as appropriate.

• Partner with Talent Acquisition, HR Business Partners, and hiring managers to facilitate a smooth transition for new employees.

Data Management & Compliance

• Maintain compliance with employment laws, company policies, and audit requirements.

• Monitor documentation and records retention practices.

• Conduct quality assurance reviews and audits to ensure data integrity.

• Address compliance-related issues and implement corrective actions when necessary.

Continuous Process Improvement

• Identify opportunities to streamline onboarding processes and improve operational efficiency.

• Analyze metrics and trends to recommend enhancements to service delivery.

• Participate in HR transformation initiatives and technology implementations.

• Develop and maintain standard operating procedures (SOPs) and training materials.

Stakeholder Management

• Serve as a primary point of contact for escalated onboarding-related inquiries.

• Build strong partnerships with internal stakeholders across HR, IT and business functions.

• Communicate onboarding status, risks, and performance metrics to leadership.

• Support change management initiatives related to onboarding processes and systems.