Job Description

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 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.

Job Tags

Full time, Part time, Work at office,

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