Position Title: Assistant Manager – HR Onboarding & Training Department: Human Resources Reports To: General Manager – Human Resources Positions Supervised: Nil (individual contributor) Location: East End and Camana Bay - Grand Cayman Employment Type: Full-time Salary Range & Benefits: USD $ 4,500 US to $5,500 USD base monthly salary depending on experience, health insurance (self 100% covered by company), pension. Job Family / Grade: HR Operations | Specialist Level (Assistant Manager)
The Assistant Manager – HR Onboarding & Training (HR Onboarding & Training Specialist) owns two interlinked pillars of the employee lifecycle: the seamless onboarding of every new joiner, and the end-to-end management of organizational learning and development. The role ensures that each new hire experiences a well-coordinated, dignified and fully prepared entry into the organization, while driving a structured, compliant and continuously improving training function across the hospital. The incumbent works in close partnership with the on-island Talent Acquisition / recruitment team — receiving confirmed joiners at the point of selection and converting recruitment outcomes into a smooth, fully prepared joining experience — and coordinates across IT, Security, Facilities, Transportation, Accommodation and the receiving departments. Operating within a JCI-accredited tertiary care environment, the role carries strong accountability for regulatory alignment, standardization, competency assurance and a positive early-employee experience that reinforces the organization’s culture of quality, safety and service excellence.
Serve as the single point of coordination across the full onboarding journey, from recruitment handover to confirmation: a. Handover from recruitment: receive confirmed-joiner details from the on-island Talent Acquisition / recruitment team (and the India-based recruitment team where applicable) and open an onboarding record for each joiner. b. Pre-arrival readiness: prepare and arrange, in advance of the joining date, all onboarding essentials — Employee ID cards, access/security cards, and meal or amenity cards; joining kits and welcome materials; and the allocation and readiness of workstation, seating, equipment, IT access and department-specific resources. c. Logistics coordination: liaise proactively with IT, Security, Facilities, Transportation, Accommodation and the receiving department to confirm all logistics are complete ahead of arrival, including timely handover of joining kits to the transportation team where applicable. d. Pre-employment gatekeeping: coordinate with recruitment, immigration and documentation teams to confirm that pre-employment documentation, council registration and work-permit requirements are complete before the joiner reports to duty. e. Joining day: act as the first friendly point of contact; welcome the new hire; and coordinate collection, verification and filing of joining documentation, credentials and statutory records in line with hospital policy and Cayman Islands employment law. f. First days and weeks: guide the new hire through their initial period, arrange department introductions, and ensure a smooth, welcoming transition. g. Tracking and escalation: maintain a live onboarding tracker / checklist for each joiner, monitor status against defined turnaround timelines, and escalate gaps promptly. h. Probation and confirmation touchpoints: coordinate with line managers on probation orientation and confirmation milestones for each joiner. i. Experience and improvement: capture new-joiner feedback on the onboarding experience and drive continuous improvement of the process.
Manage the full training lifecycle, from needs identification through delivery, evaluation and record-keeping: a. Training needs assessment: collaborate with clinical and non-clinical departments to conduct training needs assessments and build a consolidated annual training calendar. b. Orientation and induction: plan, schedule and deliver new-joiner orientation and induction programmers, ensuring every employee completes mandatory onboarding training aligned to JCI and organizational standards. c. Mandatory and statutory training: coordinate and track mandatory, statutory and refresher training — including patient safety, infection control, fire and life safety, code/emergency responses, BLS and role-specific competencies. d. Learning Management System (LMS): administer the organization’s LMS — uploading and maintaining content, enrolling and assigning learners, tracking completion, and generating compliance and progress reports. e. E-learning design: design, build and maintain online and e-learning modules, converting classroom and policy-based content into engaging digital learning aligned to organizational and accreditation standards. f. Records and audit-readiness: own and maintain all training documentation in full compliance with JCI requirements, ensuring staff training files, competency records and evidence of completion are complete, accurate and survey-ready at all times. g. Evaluation and reporting: design and administer training evaluation, measure effectiveness, and report on completion rates and outcomes to HR leadership. h. Learning pathways: support the development of training content and job-specific learning pathways in partnership with departmental leaders.
# Key Performance Indicator - Measurement / Method - Target 1 Onboarding readiness rate - % of joiners fully set up (ID, access, workstation, kit) prior to the joining date - ≥ 100 % 2 New-joiner onboarding satisfaction - Average satisfaction score from the new-joiner onboarding feedback survey - ≥ 4.5 3 Mandatory & orientation training completion - % of joiners completing mandatory onboarding training within the defined timeline - 100 % within [30] days 4 Training-calendar adherence - % of planned training sessions delivered on schedule; TNA coverage across departments - ≥ 100 % 5 Records audit-readiness (JCI) - % of training / competency / orientation files complete and survey-ready - 100 %
6 days remaining
