Onboarding Coordinator
- Driven Properties
- Dubai - United Arab Emirates
- Full-time
وصف الوظيفة
This role is crucial for improving new hire retention, streamlining onboarding, and enhancing the employee experience, ensuring that new agents and staff are set up for long-term success. Below is a proposed job title, job description, responsibilities, KPIs, and salary range based on Dubai market standards.
Job Description
About the Role:
We are looking for a Talent Experience & Onboarding Coordinator to join our recruitment and training team at Driven Properties. This role will be responsible for ensuring all new hires (real estate agents and salaried staff) have a seamless onboarding experience, are set up for success, and remain engaged throughout their first 6-12 months. You will bridge the gap between recruitment, HR, and department managers, ensuring smooth integration, ongoing support, and reducing early turnover.
The ideal candidate has strong real estate industry knowledge, exceptional coordination skills, and a passion for people experience.
إمتيازات الوظيفة
Opportunity to work with a leading real estate company in Dubai.
Collaborative and dynamic work environment.
Competitive salary and benefits package.
Opportunities for professional growth and development.
متطلبات الوظيفة
Key Responsibilities
1. New Hire Coordination & Onboarding Support
* Act as the main point of contact for all new hires, guiding them through their onboarding process.
* Work closely with HR & department managers to ensure all employment formalities (visas, contracts, system access, paperwork) are completed before their first day.
* Provide pre-arrival guidance (relocation support, Dubai real estate industry insights, market tips).
* Conduct onboarding check-ins at 1 week, 1 month, 3 months, 6 months, and 12 months.
* Ensure new hires receive all necessary tools, training schedules, and introductions to colleagues & managers.
2. Performance & Engagement Monitoring
* Schedule and coordinate performance check-ins with managers at 1, 3, 6, and 12 months.
* Track and analyze early performance metrics to identify potential issues before they escalate.
* Address any concerns or roadblocks faced by new hires, acting as an escalation point for support.
* Organize agent success workshops featuring top-performing agents sharing insights.
3. Retention & Turnover Prevention
* Act as a trusted advisor for new hires, ensuring they feel supported & engaged.
* Proactively identify at-risk employees and work with managers on intervention strategies.
* Work with HR to conduct exit interviews for any new hires who leave early, analyzing trends & proposing solutions.
* Implement a buddy system, pairing new hires with experienced agents for peer support.
4. Process Improvement & Reporting
* Continuously refine onboarding processes to improve efficiency and experience.
* Develop and maintain an onboarding dashboard to track new hire retention, satisfaction, and performance.
* Provide regular reports to leadership on new hire success rates, engagement levels, and recommendations for improvement.
KPIs (Key Performance Indicators)
✅ New Hire Retention Rate (Target: 85% of new hires still active after 12 months)
✅ New Hire Productivity Time (Avg. time to first deal for agents)
✅ Manager Satisfaction with New Hires (Feedback score on hiring & onboarding quality)
✅ Completion Rate of Onboarding Steps (HR, Training, Visa, System Setup)
✅ Engagement Score from New Hires (Survey ratings on onboarding experience)
✅ Time to Resolve Issues (Speed of addressing concerns raised by new hires)
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