Onboarding Specialist

Who We Are

Why Lucky Strike? We Are Lucky Strike Entertainment, one of the largest and most successful location-based entertainment companies in the World with 360 upscale and traditional Bowling Centers, five expansive and well located Waterparks, a large Amusement Park in California and 10 upscale Boomers Family Entertainment Centers in major markets. From a humble beginning with one bowling center in 1997, we redefined an industry and built a powerhouse Company with 14,000 Associates and nearly $1.4 billion in annual revenue.  Hospitality is our core and we strive to deliver memorable experiences for every guest on every visit. When you join Lucky Strike, you join a team of passionate winners and give yourself the best opportunity for sustained career growth and opportunity.  It’s not easy to get hired by us – we want only the most talented and committed Managers, but when you do join Lucky Strike, the rewards are abundant.

 

Overview

We Are Lucky Strike Entertainment. 

 

Lucky Strike Entertainment is looking for an Onboarding Specialist to join our Talent Acquisition team and own the new hire and manager experience from offer acceptance through the critical first 90 days. Reporting directly to the Director of Talent Acquisition, this role closes the loop between recruiting and retention, ensuring the people we work hard to hire actually stay and thrive.

This person will conduct new hire check-ins directly, and just as importantly, will coordinate with and hold accountable the broader HR, training, and field operations teams who own their own piece of the onboarding and check-in process. Success in this role means every new hire has a consistent, well-supported experience no matter which department is responsible for a given touchpoint.

What You'll Do 

• Design, deliver, and continuously improve a structured onboarding journey for new hires across corporate, field, and hourly roles
• Conduct proactive new hire check-ins at key milestones (day 1, week 1, 30/60/90 days) to surface early flight risk, confusion, or unmet expectations before they become turnover
• Coordinate the onboarding and check-in responsibilities owned by HR, Training, and Field Operations, ensuring each team completes their portion on time and to standard
• Hold partner departments accountable for their piece of the onboarding experience, escalating gaps or missed check-ins to the appropriate leader when needed
• Partner directly with hiring managers to prepare them for onboarding a new team member, including pre-start checklists, 30/60/90-day planning templates, and manager readiness coaching
• Track and report on onboarding completion, check-in status by department, and early attrition trends, feeding data directly into TA's leadership reporting
• Identify patterns across venues, roles, or departments where onboarding gaps are contributing to turnover, and recommend targeted interventions
• Build and maintain onboarding resources (guides, quick reference guides, video walkthroughs) for new hires, managers, and partner departments
• Serve as the central point of contact when a new hire's early experience signals risk, looping in TA leadership, HR, or site leadership as needed
• Work closely with TAMs, Sr. TAPs, and TAPs to ensure a seamless handoff from recruitment to onboarding, closing the loop on quality of hire
• Support rollout of onboarding-related initiatives tied to the broader retention strategy, particularly around manager relationship quality and structured feedback

What You'll Bring 

You don't need to check every box - but here's what sets the best candidates apart. 

• 2+ years of experience in onboarding, HR, talent acquisition, or a related people function — multi-unit or hospitality/entertainment experience a plus
• Proven ability to coordinate across departments and hold peers or partner teams accountable without direct authority over them
• Strong track record of building or improving structured processes, not just following them
• Comfortable having direct, sometimes difficult conversations with managers and partner departments about how they're showing up for new hires
• Data-comfortable: able to track trends, build simple dashboards, and tell a story with numbers
• Excellent written and verbal communication; able to flex between corporate leadership, frontline managers, and cross-functional partners
• Self-starter who can manage a high volume of concurrent onboarding cycles across multiple locations and departments
• Genuine curiosity about what makes people stay, and sticks with problems until finding the actual root cause

Why This Role Matters

Retention doesn't start on someone's 90th day. It starts on their first. This role exists because we believe how well someone is welcomed and supported early on, especially by their manager, is one of the biggest levers we have for keeping great people.

Onboarding today touches HR, Training, and Field Operations, and no single department owns the whole experience. This role exists to be that connective tissue: doing hands-on check-ins where it matters most, and making sure every other team does their part too. Sitting inside TA also means onboarding data feeds directly back into how we hire, making our whole talent function sharper over time.

 

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Benefits

Lucky Strike Entertainment offers performance-based incentives and a competitive total rewards package which includes healthcare coverage and a broad range of other benefits.  Incentives and/or benefit packages may vary depending on the position.  More details regarding benefits are available here: Lucky Strike Entertainment Benefits

 

The pay range for this position is $58,000 - $65,000 per year.