Human Resources Manager

We are seeking an experienced HR, Accountability & Talent Acquisition Manager to actively and aggressively recruit, enforce performance standards, and systematize onboarding and offboarding so decisions are driven by documentation—not emotion.

This role exists to replace informal, excuse-driven practices with clear expectations, training, and accountability. The right person will help professionalize the firm and make staff decisions clean, fast, and defensible. This is intended to be a long-term role for the right candidate.

Key Responsibilities

Active & Aggressive Recruiting

• Proactively source candidates daily through outbound methods (Upwork, LinkedIn, referrals, direct outreach)
• Maintain a ready pipeline of qualified candidates for key roles
• Rapidly replace underperformers with minimal disruption
• Treat recruiting as a continuous function, not a reactive task

Performance & Accountability

• Draft and manage employee write-ups, warnings, and corrective action plans
• Enforce KPIs and documented expectations across roles
• Track performance gaps and improvement timelines
• Escalate unresolved issues for termination approval
• Maintain clean, defensible personnel documentation

Training & Onboarding Systems

• Create and maintain onboarding training materials tied to SOPs and KPIs
• Ensure new hires receive expectations, workflows, and success metrics on Day 1
• Build standardized onboarding checklists and training sequences
• Reduce confusion, hand-holding, and ramp-up time for new employees

Emotion-Neutral Offboarding & Termination

• Build structured offboarding and termination processes that remove emotion from execution
• Prepare scripts, checklists, and documentation for consistent terminations
• Ensure system access removal, final pay coordination, and records completion
• Support leadership by making exits procedural, professional, and efficient

Professional Standards Enforcement

• Replace informal practices with documented processes and training
• Reduce missed deadlines, incomplete work, and recurring excuses
• Act as an extension of leadership authority—not a morale manager

This Role Is NOT

• Culture or morale management
• Coaching or therapy
• Passive recruiting
• Office management

Required Experience

• 5+ years in HR operations, talent acquisition, or professional services
• Demonstrated success in active outbound recruiting
• Experience creating onboarding and training materials
• Direct experience with performance documentation and terminations
• Strong written documentation and process-building skills
• Comfortable enforcing standards and operating with authority

What Success Looks Like

• Faster, clearer onboarding with defined expectations
• Reduced emotional involvement in performance and termination decisions
• Continuous recruiting pipeline
• Faster resolution of underperformance
• Professional, accountable operating environment
• Leadership no longer manages staff friction or excuses

PART-TIME ROLE- 25 HOURS A WEEK. FOR THE RIGHT CANDIDATE WILL EVENTUALLY BECOME FULL-TIME.

Work Location: In person

Compensation:

$27 - $31 hourly

Responsibilities:

Performance Management & Accountability

• Draft, issue, and maintain:
• Written warnings
• Performance Improvement Plans (PIPs)
• Corrective action documentation
• Enforce role-specific KPIs and documented performance standards
• Track performance deficiencies and define improvement timelines
• Escalate unresolved or repeated performance issues for termination approval
• Maintain clean, objective, and legally defensible personnel records

Active & Aggressive Recruiting

• Proactively source candidates daily using outbound methods (LinkedIn, Upwork, referrals, direct outreach)
• Maintain a continuous, ready-to-hire pipeline for all key roles
• Anticipate staffing gaps and recruit before problems escalate
• Rapidly replace underperforming staff with minimal operational disruption
• Treat recruiting as a core, ongoing function, not a reactive task

Training & Onboarding Systems

• Create and maintain onboarding and training materials tied directly to SOPs and KPIs
• Ensure all new hires receive clear expectations, workflows, and performance metrics on Day 1
• Build and manage standardized onboarding checklists and training sequences
• Reduce ramp-up time, confusion, and leadership hand-holding

Emotion-Neutral Offboarding & Termination

• Design and maintain structured offboarding and termination procedures
• Prepare termination scripts, documentation templates, and checklists
• Coordinate system access removal, final pay, and records completion
• Execute exits that are procedural, professional, and efficient
• Ensure termination decisions are documentation-driven, not emotion-driven

Professional Standards Enforcement

• Replace informal or inconsistent practices with documented processes
• Enforce deadlines, quality standards, and accountability expectations
• Identify recurring performance or behavior issues and systematize solutions
• Act as an extension of leadership authority—not a morale or culture manager

Qualifications:

Required Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Operations, or related field (or equivalent practical experience)
• 3–5+ years experience in:
• HR operations
• People operations
• HR administration in a regulated or fast-growing environment
• Prior experience supporting multi-state employees strongly preferred

Core Competencies (Non-Negotiable)

HR Operations & Compliance

• Working knowledge of:
• Federal labor laws (FLSA, FMLA, ADA, EEOC)
• State-specific employment laws
• Employee classification (W-2 vs 1099)
• Experience managing:
• Personnel files
• Employee handbooks
• Policy acknowledgments
• Disciplinary documentation
• Ability to identify compliance risks early and escalate appropriately

Hiring, Onboarding & Offboarding Systems

• Manages end-to-end onboarding:
• Offer letters
• I-9 and E-Verify (if applicable)
• Background checks
• Orientation and initial training coordination
• Ensures clean, compliant offboarding:
• Final pay coordination
• Benefits termination
• Exit documentation
• Maintains standardized workflows—no improvisation

Employee Relations & Issue Management

• First-line handler for:
• Employee questions
• Policy interpretation
• Low-level conflict resolution
• Knows when to handle internally vs. escalate to legal
• Can document issues factually and unemotionally

About Company

A boutique law firm committed to helping providers, forward-thinkers, and healthcare organizations build and protect their businesses.