New Entrant Retention Lead (PIP)
Budget / Salary£35,000–44,000
TypeFull-time job
LocationUnited Kingdom
Posted4 hours ago
Key Objectives
1. Improve New Entrant Retention
Reduce sickness, attrition and avoidable exits during the early stages of employment.
Identify individuals at risk and intervene early through structured support.
Conduct save interviews to understand barriers to success and implement appropriate interventions.
Ensure concerns raised through wellbeing checks, MI or manager feedback are acted upon quickly.
2. Support Progression Through the Learning Curve
Monitor progress against learning curve expectations.
Identify barriers to progression and coordinate support where required.
Provide targeted interventions at key transition points, particularly movement from two to three cases.
Ensure new entrants remain on track towards competency, approval and probation completion.
3. Provide Consistent Touchpoints and Wellbeing Support
Deliver a structured programme of engagement throughout the new entrant journey.
Facilitate regular touchpoints with managers, operational leaders and clinical support teams.
Coordinate wellbeing checks and ensure timely follow-up of concerns.
Create a supportive environment that promotes confidence, resilience and engagement.
4. Strengthen Manager Accountability
Support managers in delivering a consistent onboarding and probation experience.
Ensure required touchpoints, meetings and documentation are completed.
Provide guidance on effective support conversations and early intervention.
Promote clear ownership and accountability for new entrant success.
5. Coordinate Tailored Support Plans
Develop and implement support plans for individuals requiring additional assistance.
Support colleagues through operational, clinical or personal challenges impacting performance.
Coordinate interventions across managers, clinical leaders and HR.
Ensure continuity of support as individuals transition from the Hub into BAU.
Key Responsibilities
New Entrant Journey Ownership
Act as a dedicated support lead throughout the new entrant journey.
Support induction, onboarding and probation activities.
Maintain visibility of all new entrants and their progression status.
Ensure touchpoints and support activities are delivered consistently.
Contribute to the development and maintenance of process guides, journey maps and support documentation.
Retention and Risk Management
Conduct save interviews and retention conversations.
Identify and manage individuals at risk of resignation, sickness absence or disengagement.
Track and monitor retention trends.
Escalate concerns and coordinate timely interventions.
Work proactively to reduce avoidable attrition.
MI, Reporting and Progression Tracking
Review and analyse new entrant MI on a regular basis.
Monitor learning curve progression and approval readiness.
Identify trends, risks and opportunities for improvement.
Maintain accurate records of support activities and interventions.
Provide updates and recommendations to operational leaders.
Wellbeing and Engagement
Coordinate structured wellbeing check-ins throughout the new entrant journey.
Follow up concerns raised through surveys, conversations or management referrals.
Promote a culture of support, inclusion and personal accountability.
Signpost individuals to appropriate resources and support services.
Clinical and Operational Support Coordination
Work closely with CSLs, CPMs and operational leaders to ensure support is aligned.
Coordinate access to learning resources, hot topics, coaching and clinical support.
Support individuals who are falling behind the learning curve.
Facilitate additional support sessions where required.
Recruitment and Onboarding Support
Support recruitment improvements by providing insight into new entrant experiences.
Assist with the development of realistic role previews and onboarding materials.
Contribute to recruitment workshops and interviewer calibration activities.
Support initiatives designed to improve candidate understanding and retention.
Probation and Approval Support
Monitor probation progress and approval readiness.
Support managers in delivering probation reviews and documenting outcomes.
Ensure clear plans are in place for individuals who require extended support.
Facilitate successful transition from probation and approval into BAU operations.
Ingeus is a leading human services provider helping people, business and communities thrive through employment, skills and health & wellbeing services. We are a trusted partner to government and industry delivering services that create positive social impact and transform lives.
Originally posted on Himalayas
1. Improve New Entrant Retention
Reduce sickness, attrition and avoidable exits during the early stages of employment.
Identify individuals at risk and intervene early through structured support.
Conduct save interviews to understand barriers to success and implement appropriate interventions.
Ensure concerns raised through wellbeing checks, MI or manager feedback are acted upon quickly.
2. Support Progression Through the Learning Curve
Monitor progress against learning curve expectations.
Identify barriers to progression and coordinate support where required.
Provide targeted interventions at key transition points, particularly movement from two to three cases.
Ensure new entrants remain on track towards competency, approval and probation completion.
3. Provide Consistent Touchpoints and Wellbeing Support
Deliver a structured programme of engagement throughout the new entrant journey.
Facilitate regular touchpoints with managers, operational leaders and clinical support teams.
Coordinate wellbeing checks and ensure timely follow-up of concerns.
Create a supportive environment that promotes confidence, resilience and engagement.
4. Strengthen Manager Accountability
Support managers in delivering a consistent onboarding and probation experience.
Ensure required touchpoints, meetings and documentation are completed.
Provide guidance on effective support conversations and early intervention.
Promote clear ownership and accountability for new entrant success.
5. Coordinate Tailored Support Plans
Develop and implement support plans for individuals requiring additional assistance.
Support colleagues through operational, clinical or personal challenges impacting performance.
Coordinate interventions across managers, clinical leaders and HR.
Ensure continuity of support as individuals transition from the Hub into BAU.
Key Responsibilities
New Entrant Journey Ownership
Act as a dedicated support lead throughout the new entrant journey.
Support induction, onboarding and probation activities.
Maintain visibility of all new entrants and their progression status.
Ensure touchpoints and support activities are delivered consistently.
Contribute to the development and maintenance of process guides, journey maps and support documentation.
Retention and Risk Management
Conduct save interviews and retention conversations.
Identify and manage individuals at risk of resignation, sickness absence or disengagement.
Track and monitor retention trends.
Escalate concerns and coordinate timely interventions.
Work proactively to reduce avoidable attrition.
MI, Reporting and Progression Tracking
Review and analyse new entrant MI on a regular basis.
Monitor learning curve progression and approval readiness.
Identify trends, risks and opportunities for improvement.
Maintain accurate records of support activities and interventions.
Provide updates and recommendations to operational leaders.
Wellbeing and Engagement
Coordinate structured wellbeing check-ins throughout the new entrant journey.
Follow up concerns raised through surveys, conversations or management referrals.
Promote a culture of support, inclusion and personal accountability.
Signpost individuals to appropriate resources and support services.
Clinical and Operational Support Coordination
Work closely with CSLs, CPMs and operational leaders to ensure support is aligned.
Coordinate access to learning resources, hot topics, coaching and clinical support.
Support individuals who are falling behind the learning curve.
Facilitate additional support sessions where required.
Recruitment and Onboarding Support
Support recruitment improvements by providing insight into new entrant experiences.
Assist with the development of realistic role previews and onboarding materials.
Contribute to recruitment workshops and interviewer calibration activities.
Support initiatives designed to improve candidate understanding and retention.
Probation and Approval Support
Monitor probation progress and approval readiness.
Support managers in delivering probation reviews and documenting outcomes.
Ensure clear plans are in place for individuals who require extended support.
Facilitate successful transition from probation and approval into BAU operations.
Ingeus is a leading human services provider helping people, business and communities thrive through employment, skills and health & wellbeing services. We are a trusted partner to government and industry delivering services that create positive social impact and transform lives.
Originally posted on Himalayas
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