Divisional Onboarding Program Manager

DaVita Inc.; Atlanta (GA); On-site; USD 50,000 - 90,000; Full time

Job summary

An established industry player is seeking a Divisional Onboarding Manager to enhance the onboarding experience for new teammates. This role focuses on fostering a sense of community and belonging, while ensuring effective training and retention strategies are in place. You will collaborate with various teams to meet workforce planning goals and support new hires through structured onboarding routines. If you are a business-minded professional with a passion for education and operational excellence, this is an exciting opportunity to make a significant impact in a rewarding environment.

Benefits

Medical Insurance

Dental Insurance

Vision Insurance

401(k) Match

Paid Time Off

Professional Development Programs

Family Resources

EAP Counseling Sessions

Backup Child and Elder Care

Maternity/Paternity Leave

Qualifications

• 2-4 years of experience in adult education required.
• Associate's degree is mandatory for this role.

Responsibilities

• Partner with leadership for workforce planning and onboarding.
• Ensure new teammates have a structured training experience.
• Provide ongoing support and mentoring to preceptors.

Skills

Adult Education Experience

Leadership Skills

Dialysis Nursing Experience

Operational Diagnosis

Relationship Building

Education

Associate's Degree

Tools

Workday

StarLearning

PET Tool

Job description

1150 Lake Hearn Dr NeSte 100, Atlanta, Georgia, 30342-1566, United States of America

The position is focused on the onboarding and training experience for new teammates and the outcomes of the program including new teammate stability, time to train and program adoption. The Divisional Onboarding Manager cultivates a sense of community and belonging for frontline teammates, fosters engagement and aids in meeting retention goals. This position requires a business-minded professional who can diagnose operational issues, implement procedural suggestions for improvement, and track measurements to support expected outcomes.

Responsibilities:

1. Partner to the Divisional Vice President (DVP) for workforce planning and teammate mapping
2. Collaborate with Recruiting Manager and Regional Operations Directors to execute on annual workforce planning goals, ensuring current and future staffing needs are met.
3. Partner with recruiting and RODs to track candidate offers, approvals, and start dates
4. Ensure a new teammate's hiring manager is correct in Workday for Day 1
5. Work with RODs and FAs to align with preceptor on role expectations and ensure preceptor is mapped to new teammate in StarLearning prior to Day 1 of training

Own the new teammate experience for the division through structured onboarding and training routines:

1. Serve as SME for all elements of the Rise Program
2. Liaison for division on any Rise-related questions, concerns, or feedback
3. Influence and communicate training wins and opportunities to FAs and RODs
4. Attend Rise Champion Calls in Group and Village
5. Connect with new FAs on RISE overview/content and expectations
6. Proactively coordinate and schedule welcome visits and ramp partner designation no later than Week 6, to encourage confidence and a soft landing into an independent patient assignment
7. Partner with RODs to ensure FAs are having weekly check-ins to review curriculum progress, and incorporate topics from Conversation Guide (located in FA Playbook) into weekly TM Check-ins
8. Advocate and model the importance of strong relationship building and learning the interpersonal skills needed for the new teammate's success and retention.
9. (optional) Host Onboarding Calls- Review Rise training Dashboards with RODs and FAs to drive consistent training routines and identify root cause for TM's falling behind.
10. (optional) Partner with FAs to verify experienced TMs have been provided the Study Guide to prepare for the knowledge verification assessment

Ensure facilities and leaders are prepared for new teammate training:

1. Send communication to FAs with TMs starting in next class 2 weeks out. Include Rise onboarding checklist & key call outs for new processes with Rise.
2. Validate that the Facility Welcome Kit is used to ensure Warm Welcome for new TMs on Day 1.
3. Ensure facilities have adequate technology to support the learner's journey through the curriculum.
4. Verify class lists and supplies sent to new TMs.
5. Confirm new TMs have the space and technology to get started.
6. Ensure facilities have someone on point to walk the new teammate through WebEx and its features.
7. Help FAs create new TM schedules aligned with RISE Above Studio classes in Module 1.

Provide support, continuing education, and ongoing mentoring to local facility preceptors:

1. Work with your division to identify your Preceptor needs based on workforce planning numbers and help drive completion of trained Preceptors to meet demands.
2. Leverage the preceptor selection resources when selecting and certifying a new preceptor teammate.
3. Review current preceptors to ensure they are up-to-date on maintaining their certification and completed training for Rise (insights on training completion available via PET tool, updated weekly).
4. Identify regional gaps in training and review plan for continued preceptor development with RODs.
5. May conduct preceptor quarterly meetings and in-services for preceptors, as needed.

May perform other duties as assigned:

1. SIP and School of Nursing (SON) partnership with recruiting, including in-person school visits, presentations, career fairs)
2. Run hiring events for the division (both virtual and in-person)

Requirements:

1. Former Educational Experience with Adult Population (2-4 years)
2. Associate's degree
3. Preferred: prior Leadership experience and Dialysis nursing experience
4. Ability to travel 20-50% of the time locally

What We'll Provide:

More than just pay, our DaVita Rewards package connects teammates to what matters most. Teammates are eligible to begin receiving benefits on the first day of the month following or coinciding with one month of continuous employment. Below are some of our benefit offerings:

1. Comprehensive benefits: Medical, dental, vision, 401(k) match, paid time off, PTO cash out
2. Support for you and your family: Family resources, EAP counseling sessions, access Headspace, backup child and elder care, maternity/paternity leave and more
3. Professional development programs: DaVita offers a variety of programs to help strong performers grow within their career and also offers on-demand virtual leadership and development courses through DaVita's online training platform StarLearning.

At DaVita, we strive to be a community first and a company second. We want all teammates to experience DaVita as "a place where I belong." Our goal is to embed belonging into everything we do in our Village, so that it becomes part of who we are. We are proud to be an equal opportunity workplace and an affirmative action employer. As such, individuals are recruited, hired, assigned and promoted without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, protected veteran status, or any other protected characteristic.

This position will be open for a minimum of three days.

Salary/ Wage Range:

Compensation for the role will depend on a number of factors, including a candidate's qualifications, skills, competencies and experience and may fall outside of the range shown. DaVita offers a competitive total rewards package, which includes a 401k match, healthcare coverage and a broad range of other benefits. Learn more at https://careers.davita.com/benefits