The Retention Specialist will play a key role in enhancing employee satisfaction, engagement, and retention

within ARH. This position will focus on implementing strategies to improve the overall employee experience,

identifying key drivers of turnover, and developing programs that address those areas. The Retention

Specialist will work closely with the workforce, human resources and administration teams to foster a

supportive work environment and improve long-term retention of staff.

Employee Engagement & Support:

· Conduct regular stay interviews and employee rounding to gather feedback and identify areas

for improvement.

· Develop and implement engagement programs and initiatives that align with ARH’s mission,

vision, and values.

· Serve as a resource for employees, providing support, addressing concerns, and facilitating

conflict resolution when necessary.

Retention Strategies:

· Analyze turnover data to identify trends and root causes of attrition, and develop data-driven

strategies to improve retention rates.

· Collaborate with managers to implement retention plans tailored to specific departments,

focusing on at-risk employees and key talent.

· Design and execute programs to enhance the employee experience, such as onboarding

support, mentoring, recognition programs, and career development initiatives.

Program Development & Collaboration:

· Partner with the Human Resources & Workforce teams to ensure seamless integration of retention strategies throughout the employee lifecycle.

· Support the development of employee training and professional development opportunities that promote skill enhancement and career growth.

· Assist in the creation of communication campaigns that promote engagement, recognition, and wellness, reinforcing a culture of support and belonging.

Data & Reporting:

· Regularly assess the effectiveness of retention initiatives by collecting and analyzing relevant metrics.

· Prepare reports on engagement, turnover, and retention, providing insights and recommendations to senior leadership.

· Utilize feedback from exit interviews to improve employee experience strategies and reduce future turnover.

General:

·Other duties as assigned

Education

· Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field. Equivalent experience may be considered.

Minimum Work Experience

· Minimum of 2-3 years of experience in HR, employee engagement, or retention-related roles.

Required Skills, Knowledge, and Abilities

· Strong interpersonal and communication skills, with the ability to build relationships across all levels of the organization. · Experience with data analysis and reporting tools, and the ability to interpret and present data to guide decision-making. · Proven problem-solving skills and the ability to address and resolve employee concerns with empathy and professionalism. · Familiarity with employee engagement software and HRIS systems (e.g., iCIMS, Lawson) is a plus.