Onboarding Manager

The Onboarding Manager reports directly to the Director of Dallas Operations and leads the administrative and workforce-support functions that enable safe, reliable airport service. The role provides hands-on leadership across payroll, training, employee retention, badging, recruiting oversight, attendance administration, workforce data, and office operations.

The manager turns staffing and workforce data into action; improves the candidate and employee experience; establishes consistent controls and service standards; and ensures the back-office organization supports operational priorities with accuracy, urgency, and accountability.

Compensation: $90,000.00 - $100,000.00 annual salary (US Dollars)

The pay listed is the salary range for this position. Any specific offer will vary based on the successful applicant’s education, experience, skills, abilities, geographic location, and alignment with market data. You may be eligible to participate in a Company incentive or bonus program

401(k) – You become eligible to make personal contributions beginning the first of the month following 30 days of employment. You become eligible for the ABM match beginning the first of the month following six months of employment. ABM matches your pre-tax and/or Roth contributions, dollar for dollar, for the first 3%. For the next 2%, ABM contributes $0.50 for each dollar you contribute. Your contributions and match are immediately vested.

Benefits: ABM offers a comprehensive benefits package.  For information about ABM’s benefits, visit 

ABM Employee Benefits: Staff & Mgmt

Payroll Management

• Manage the Payroll Supervisor and payroll team; set priorities, performance standards, coverage, and development expectations.

• Ensure payroll is accurate, complete, properly reviewed, and closed on time; resolve timekeeping, punch, pay-code, and adjustment issues before deadlines.

• Reduce manual payroll-system entries through stronger timekeeping discipline, standardized workflows, accurate source data, automation, and root-cause correction.

• Monitor payroll exceptions, corrections, retroactive payments, controls, and recurring risks; report material issues to the Director of Dallas Operations.

Training Management and Employee Retention

• Manage the Training Manager and oversee five Trainers; establish class schedules, capacity, staffing, and resource plans that support hiring targets and operational demand.

• Coordinate Talent Acquisition, Operations, Human Resources, and Badging so candidates are cleared, notified, prepared, and able to begin training on time.

• Track training attendance, completion, and pass rates by class, trainer, and position; identify root causes and improve curriculum, instruction, coaching, assessments, candidate preparation, and class support.

• Ensure each graduate receives an organized handoff to Operations, including schedule, reporting location, assigned leader, and clear expectations.

• Lead employee-retention plans with emphasis on onboarding and the first 30, 60, and 90 days; analyze turnover, early attrition, attendance, and employee feedback and implement measurable corrective actions.

Recruiting, Candidate Experience, and Onboarding

• Serve as the Dallas Operations liaison to Talent Acquisition for staffing plans, requisition priorities, candidate pipelines, hiring events, interviews, and difficult-to-fill roles.

• Provide local operational oversight for the assigned Talent Acquisition resource and maintain accurate visibility into vacancies, candidate status, hiring activity, and onboarding progress.

• Standardize candidate communications, interview flow, hiring-event execution, onboarding instructions, and the handoff from recruiting and training to Operations.

• Build relationships with workforce agencies, schools, community organizations, and government programs that expand the local candidate pipeline and strengthen ABM's employer brand.

Badging and Credentialing

• Manage the Badging Manager and Badging Coordinators; align appointments and workflows with recruiting and class schedules.

• Monitor documentation, background requirements, badging, completion rates, errors, and delays; remove bottlenecks that could affect training or deployment.

• Maintain consistent controls for airport identification, SIDA badges, Customs Seals when applicable, and related records.

Attendance, Workforce Data, and Office Administration

• Manage the Attendance Administrator and Data Analyst; establish priorities, service standards, reporting expectations, workload coverage, and development plans.

• Maintain accurate headcount, rosters, attendance, vacancies, labor costs, and workforce reporting; reconcile systems and turn trends into recommendations for leadership.

• Lead daily office administration, records, purchasing, vendors, calendars, meetings, action tracking, document control, and confidential information practices.

• Standardize workflows, procedures, dashboards, templates, and communications; use technology and automation responsibly to improve speed, accuracy, visibility, and accountability.

• Support employee communication, recognition, engagement, and culture initiatives that improve the overall employee experience and retention.

Leadership Responsibilities

• Provide direction, coaching, performance feedback, workload coordination, development, succession planning, and accountability across the back-office team.

• Maintain effective coverage and cross-functional coordination and promptly escalate issues affecting payroll, training, retention, badging, staffing, reporting, or service delivery

Qualifications

• Bachelor's degree in business, human resources, operations, or a related field preferred; equivalent relevant experience may be considered.

• Must have a valid State issued DL 

• Five to seven years of relevant experience, including at least three years in leadership or lead coordination; high-volume aviation, transportation, logistics, hospitality, or multi-location experience strongly preferred.

• Experience with payroll/timekeeping controls and with training, onboarding, retention, badging, recruiting, or other shared-services functions preferred.

• Strong analytical, organizational, communication, problem-solving, and relationship-management skills; ability to manage multiple priorities and meet deadlines independently.

• Proficiency with Microsoft Office and applicable recruiting, HR, scheduling, reporting, collaboration, and operational systems; flexible availability based on operational needs.

Key Measures of Success

• Accurate, complete, and on-time payroll close; measurable reduction in manual entries, exceptions, corrections, and avoidable rework.

• Training classes scheduled at the cadence and capacity required to meet staffing plans; improved attendance, completion, and pass rates.

• Improved employee retention and reduced early-tenure turnover, particularly during the first 30, 60, and 90 days.

• Timely badging and credentialing with fewer errors, delays, and missed class or deployment dates.

• Accurate and timely headcount, roster, attendance, recruiting, onboarding, and labor reporting.

• Achievement of staffing priorities and improved candidate communication, hiring-event execution, onboarding handoffs, and stakeholder satisfaction.

• Documented process improvements that reduce administrative errors, delays, unresolved discrepancies, and manual effort.

Physical Demands and Work Environment

• Work is performed in office and active airport environments and may involve noise, changing temperatures, equipment traffic, and security-controlled areas. The employee may sit, stand, walk, climb stairs, use a computer, move throughout the airport, and occasionally lift up to 25 pounds.

General Company and Airport Requirements

• Must be at least 18 years old, legally authorized to work in the United States, and able to satisfy applicable pre-employment screening requirements.

• Must obtain and maintain required airport identification, including a SIDA badge and Customs Seal when applicable, required background checks, and a ten-year work history.

• Must follow company policies, safety and security procedures, client rules, confidentiality and data-security requirements, and applicable laws and airport regulations.

• Must work the assigned schedule and adjust availability when reasonably required by operational needs.