Description

The Skilled Nursing Facility New American Workforce Specialist is responsible for building and sustaining a pipeline of New American jobseekers into Long-Term Care employment and supporting them through employer onboarding, compliance, and required digital training.

This temporary role focuses on mobilization, outreach, tool testing, and direct service delivery to ensure that New Americans are able to successfully engage with onboarding systems and that Alight can test, refine, and document a scalable onboarding support model.

During this phase of the grant, the Skilled Nursing Facility Workforce Specialist will spend significant time conducting outreach and job support activities to ensure a steady stream of clients reaches the point of needing onboarding assistance. As the pipeline stabilizes, the role will increasingly focus on digital onboarding support, workflow refinement, and documentation for replication.

Requirements

1. Pipeline Development, Outreach, and Mobilization 

• Proactively conduct outreach to New American-serving CBOs, PCA and CNA training providers, and LTC employers to generate awareness of the OSL service and identify potential clients.
• Maintain consistent engagement with New Americans currently in training programs or recently graduated to ensure a steady pipeline of individuals reaching the onboarding stage.
• Document all outreach activities, partnerships, and referrals to build a portfolio of LTC employers, training providers, and onboarding systems across the metro area.
• Coordinate with employers and training partners to identify when new hires will require onboarding support and ensure timely connection to services.

2. Direct Job and Onboarding Support

• Work with job seekers to apply for relevant positions, interview, and complete all steps necessary to begin orientation and training.
• Facilitate one-on-one onboarding support for 15–20 New American hires at a time using platforms such as Relias, HealthStream, Paycom, MedTrainer, etc.
• Troubleshoot barriers related to login, navigation, comprehension, and digital literacy.
• Communicate in plain language, supporting English and digital literacy needs.

3. Tool Testing, Documentation, and Continuous Improvement

• Map and assess onboarding platforms and employer processes.
• Obtain feedback from New Americans and stakeholders on onboarding supports and toolkits.
• Develop, document, and refine the OSL Toolkit / SOP.
• Track outcomes, document lessons learned, and contribute to final reporting and recommendations.

Success Measures 

• Demonstrated ability to generate and sustain a pipeline sufficient to maintain an active caseload of ~20 New American clients through ongoing outreach and partner engagement.
• ≥85% onboarding completion rate achieved among supported clients.
• Employer engagement processes established with at least 5 LTC employers or training providers per month.
• ≥80% client satisfaction reported.
• Final handover package delivered with actionable recommendations for future program phases. 

Quarterly Breakdown - Key Responsibilities & Deliverables 

Months 1-2: Foundation Building 

• Conduct outreach to new LTC stakeholders and maintain contact with those already in our network.
• Create active relationships with at least 5 new LTC employers and 3 new training providers to establish partnerships within this quarter.
• Document all outreach activities, partnerships, and referral pathways to contribute to the creation of a portfolio of LTC employers, training providers, and onboarding systems across the metro area.
• Support clients as they move from application to job offers into onboarding, targeting at least 15 New Americans supported by the end of month
• Continue to refine and utilize a data collection framework (tracking completion rates, client outcomes, satisfaction).
• Continue mapping onboarding platforms (Relias, HealthStream, Paycom, etc.) and identify top 3–5 common barriers. 

Months 3–4: Implementation & Scaling 

• Maintain an active caseload of ~20 clients at a time by month 4 onward.
• Achieve an 85%+ onboarding completion rate among clients who received a job offer.
• Establish and document employer engagement and check-in processes (document cadence, sample agendas).
• Collect structured qualitative feedback from New Americans, employers, and training providers on the usefulness of onboarding supports and tools.
• Complete the state evaluation report summarizing findings, successes, and gaps. 

 Months 5–6: Documentation & Handover 

Support the production of a comprehensive handover OSL Toolkit / Standard Operating Procedures (SOP) package including:

• Best practices for onboarding support and pipeline-building.
• Employer engagement processes.
• Data analysis and outcomes summary.
• Recommendations for scaling or replication.
• Incorporate feedback, tested workflows, and implementation guidance.
• Document at least 5 client success stories and at least 3 system-level improvement recommendations.
• Deliver a final presentation to project leadership and funders summarizing lessons learned.