Orientation Session Scheduler

HRS Talent Solutions; Albuquerque (NM); Remote; USD 52,000 - 55,000; Full time

Benefits offered by this job

Remote work

Job summary

HRS Talent Solutions is seeking an Orientation Session Scheduler to support remote office administration and onboarding processes. You will coordinate availability, track session capacity, and send joining details to new hires.

No prior HR experience is required; training is provided. Strong written communication and organization help ensure accurate invitations, correct time zones, and privacy compliance.

Qualifications

• Prior recruiting or HR experience is unnecessary.
• Employer provides training on its sessions, systems and privacy practices.

Responsibilities

• Check confirmed orientation dates and available spaces.
• Collect new-starter availability using approved messages.
• Enter responses in the onboarding or scheduling system.
• Send an invitation only after the session is confirmed.
• Verify date, time zone, link, and attendee details.
• Record declines or changes and refer unusual requests.
• Make unresolved scheduling needs visible to the onboarding team.

Job description

Orientation Session Scheduler

Office Administration — Orientation Sessions — Remote

Schedule: Full-time Compensation: 52,000–55,120 per year

Help a new starter know where to be

After an offer is accepted, a person may need an orientation session and a clear joining link. The Orientation Session Scheduler collects availability, checks approved session capacity, sends confirmed details, and updates the online onboarding record. This is remote office administration with a customer service approach to welcoming new colleagues. You will not determine hiring status, change an offer, or decide whether a required onboarding step has been waived.

A new starter might be available for two sessions. Compare that preference with the current schedule, then follow the employer's confirmation process. If the session fills before a booking is complete, do not send an old invitation. If a person asks for an accessibility arrangement or a different training format, route the question to the appropriate owner and keep the request visible. A clear message should include the time zone, joining instructions, and any approved preparation needed.

The online record should show whether availability was requested, a time was offered, or a session was confirmed. Those are separate stages. If a calendar invitation bounces, follow up through the approved contact method. Avoid sending confidential onboarding materials to a personal address unless the employer's process permits it.

Assigned tasks

Check confirmed orientation dates and available spaces. Collect new-starter availability using approved messages. Enter responses in the onboarding or scheduling system.

Send an invitation only after the session is confirmed. Verify date, time zone, link, and attendee details. Record declines or changes and refer unusual requests.

Make unresolved scheduling needs visible to the onboarding team.

Prior recruiting or HR experience is unnecessary. Customer service, office administration, scheduling, or event coordination can provide useful habits. The employer will train you on its sessions, systems, and privacy practices. A beginner who is careful with dates and considerate in written communication is welcome.

A home office or other private computer space supports candidate details. The employer will confirm exact hours and equipment.

The onboarding team may run several sessions with similar titles. Match the date and topic, not just the phrase “orientation.” A participant who misses one session should remain visible for the team to reschedule under its rules. If a person asks whether attendance is mandatory, route the question to the program owner instead of interpreting the employment terms. Your notes should make the next action clear without sharing private hiring information in a broad calendar invitation.

An orientation session can be full, moved or offered in several formats. Before confirming a new starter's place, check the current session list and the enrollment rule for that person's group. If the individual asks to switch after receiving a joining link, keep the earlier booking visible until the change is completed. An invitation should state the date, time zone and approved preparation clearly. If the person cannot attend any listed option, give the onboarding owner the actual availability and avoid deciding whether a required session can be skipped.

The session record is also a service record for colleagues. It should distinguish invited, confirmed, declined and attended rather than collapsing them into one label. If an invitation bounces, use the permitted contact channel and tell the coordinator what was retried. Applicants new to HR work are welcome: the employer teaches the system and privacy steps. A careful person who has scheduled a class, appointment or community meeting can demonstrate the needed habits. A private home office or similarly suitable space helps protect new-starter details.