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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Senior Specialist, Onboarding & Cultural Integration - **Company:** Cohen & Company - **Location:** Milwaukee, WI, United States - **Experience:** Expert - **Salary:** $70,000.0 - $90,000.0 - **Contract:** Permanent contract - **Skills:** Artificial Intelligence, Asana, Cascading Style Sheets (CSS), Learning Management Systems, Workday - **Published:** August 2, 2026 - **Apply:** https://www.careerjet.com/job/usb85c052a3f5fd098e89181ff715a79a1/eaa ## About the Role We are seeking a highly organized, detail-oriented Senior Specialist, Onboarding & Cultural Integration to own the firmwide onboarding experience end to end. This role ensures every new team member-across all service lines, levels, and locations-has a seamless, welcoming, and well-coordinated start at Cohen & Co. As the firm continues its rapid growth and M&A-led expansion, this position carries a mandate to streamline and modernize the existing onboarding process, building relationships with cross-functional stakeholders and partner with team managers to actively engage in setting up newcomers for success., * Bachelor's degree. * Experience leading onboarding initiatives in a growing company (required). * Strong attention to detail and advanced organizational skills, with the ability to manage multiple concurrent onboarding plans and deadlines. * Demonstrated ability to build strong relationships and influence cross-functional stakeholders without direct authority. * An eye for process improvement and the ability to streamline and modernize existing workflows. * Strong written and verbal communication skills; able to interact effectively with all levels (intern to partner). * Ability to maintain confidentiality and handle sensitive information professionally. * Ability to work independently as an individual contributor while collaborating across teams. * Requires 3 days per week in office at any Cohen & Co location. Preferred * 2-3 years of experience directly handling onboarding programs. * Experience working in a professional services firm (accounting, legal, consulting, etc.). * Experience supporting M&A / acquisition integration. * Experience coordinating high-volume campus or cohort onboarding classes. * Familiarity with LMS platforms (e.g., LCvista), Workday, Asana, MS Teams, and AI/Copilot tools. ## Description The Senior Specialist partners closely with Talent Acquisition, IT/End User Technology, Admin Operations, P&C Business Partners, service line Pod Leaders and Training Leads, the M&A integration team, and the broader Learning & Development team to align onboarding plans with what each group needs from its people in the critical first week and beyond. Scope of the Role * Coordinates biweekly lateral onboarding of approximately 5-10 new hires, moving to a weekly onboarding cadence effective January 1, 2027. * Manages three large campus hire and intern classes each year (approximately 50 new hires per class), requiring close, advance coordination with Talent Acquisition. * Supports merger and acquisition integrations, partnering with the M&A team on cultural and logistical onboarding for acquired groups., 1. Firmwide Onboarding Ownership & Coordination * Own the end-to-end onboarding process for the entire firm, including lateral hires, campus hires, interns, contractors, and international team members. * Ensure a consistent, high-quality experience across all service lines, levels, and office locations. * Coordinate the full onboarding workflow across stakeholders-Talent Acquisition, IT, Admin Operations, P&C Business Partners, the Independence Team and Team Managers. * Manage the biweekly (moving to weekly) lateral onboarding cadence, leveraging the New Hire List and onboarding trackers (e.g., Workday, Asana). * Finalize and deliver onboarding schedules, meet & greets, and Day 1 sessions on time and error-free. * Partner closely with our international teams in India, Ireland, and beyond on onboarding coordination-providing a unique opportunity to grow and strengthen those global relationships. 2. Campus & Intern Class Coordination * Partner closely with Talent Acquisition to plan and execute large campus hire and intern classes (approximately 50 per class, three times per year), which require extra coordination and lead time. * Scale onboarding logistics, scheduling, and communications to accommodate high-volume cohort intake across time zones and varied work arrangements. 3. Service Line Alignment & First-Week Readiness * Partner with each service line (Assurance, Tax, Advisory, and CSS) to tailor onboarding plans that match what each group needs from employees in their first week. * Coordinate with Team Managers, Pod Leaders, and Pod Training Leads to build schedules aligned to service line, super pod, sub pod, and level. * Ensure role-specific technical and compliance training is secured and scheduled in partnership with the technical learning teams. 4. Influencing & Stakeholder Engagement * Partner with Team Managers to actively engage in the onboarding process-from timely assignment to first-week participation. * Establish mutually agreed timelines and proactive communication norms with P&C Business Partners and Talent Acquisition to prevent delays. * Build strong, trust-based relationships with cross-functional stakeholders across People & Culture, IT, and the service lines. 5. M&A / Acquisition Integration Support * Support the integration of incoming team members from the firm's merger and acquisition activities, ensuring a welcoming and structured onboarding into the Cohen culture and systems. * Partner closely with the M&A integration team to align onboarding logistics, timelines, and cultural integration for acquired groups. * Adapt standard onboarding plans to accommodate the unique needs and scale of acquired teams. 6. Learning Systems & Technical Enablement * Work with the learning technology team to ensure accurate LMS setup, enrollments, and learner records (e.g., LCvista) for each new hire. * Coordinate with technical learning teams to ensure technical training needs are identified and secured ahead of start dates. 7. Process Improvement & Modernization * Identify inefficiencies and pain points across the onboarding process and lead efforts to streamline and modernize it as the firm scales and cadence increases. * Recommend and implement improvements to reduce manual effort, standardize workflows, and improve the new hire and Team Manager experience. * Explore automation and e-learning tools to enhance and scale the onboarding experience. Success Measures * Seamless, consistent onboarding experience across all service lines and locations. * On-time, accurate onboarding schedules and system/LMS setup for every new hire and cohort. * Successful scaling from biweekly to weekly lateral onboarding cadence in 2027. * High new hire and Team Manager satisfaction with the onboarding experience. * Smooth cultural and logistical integration of acquired team members and large cohort classes. * Measurable improvements in onboarding efficiency and standardization over time. ## Related Videos - [Developers don't need onboarding, do they? 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