HR Coordinator

Job Description

Job Description

Description:

Position Summary

Grand Canyon Law Group is seeking a highly organized, proactive, and people-focused HR Coordinator to support and elevate the firm’s human resources operations. While the title of this role is HR Coordinator, the scope requires a true HR generalist mindset and the ability to manage and coordinate essential HR functions across the full employee lifecycle.

This role will report directly to the COO and serve as a key operational partner in building a structured, compliant, and people-centered HR function for a growing law firm. The HR Coordinator will be responsible for onboarding, employee surveys, quarterly check-ins, performance review administration, benefits coordination, HR systems support, compliance-related documentation, and the buildout of PSPs and training manuals in Paylocity and the firm’s LMS.

The ideal candidate is someone who understands how to balance people, process, and compliance. This person should be comfortable working in a fast-paced environment, managing multiple recurring HR cycles, supporting leaders across the firm, and helping create a strong employee experience while maintaining consistency, accountability, and legal compliance. This is not a purely administrative support role. It is a hands-on HR role for someone who thinks like a generalist, executes like an operator, and wants to help build a scalable HR infrastructure.

Key Responsibilities
Onboarding & New Hire Experience

• Own and coordinate the firm’s onboarding process from offer acceptance through the first 90 days of employment.
  
• Prepare onboarding schedules, welcome materials, system access, orientation plans, and checklists.
  
• Coordinate new hire paperwork, policy acknowledgments, payroll and benefits setup, and internal communications.
  
• Partner with department leaders to ensure new employees are properly trained, integrated, and set up for success.
  
• Continuously improve the onboarding experience to ensure consistency, professionalism, and alignment with firm culture.
  

Employee Experience & Engagement

• Create, distribute, manage, and analyze employee surveys, pulse checks, feedback forms, and engagement tools.
  
• Coordinate skip-level or skip-leader meetings, including scheduling, preparation, documentation, and follow-up tracking.
  
• Support the COO and leadership team in identifying employee experience trends, concerns, and opportunities for improvement.
  
• Help strengthen communication, engagement, retention, and accountability across the firm.
  

Performance Management Support

• Coordinate and administer all quarterly employee check-ins across departments.
  
• Prepare and launch all semi-annual and annual performance review cycles.
  
• Draft, distribute, collect, organize, and track all review materials and evaluation forms.
  
• Ensure managers and leaders complete reviews on time and with consistency.
  
• Maintain organized documentation of performance conversations, follow-up items, and review outcomes.
  
• Assist leadership with performance-related administrative support, scheduling, and process tracking.
  

Training, PSPs & LMS Administration

• Build, organize, and maintain Policies, Systems, and Procedures (PSPs) and training manuals for firm roles and workflows.
  
• Convert operational processes into clear, structured documentation and training content.
  
• Manage administrative functions within Paylocity and the firm’s Learning Management System (LMS).
  
• Upload, assign, track, and maintain training modules and completion records.
  
• Partner with department leaders to ensure role-specific training materials remain accurate, current, and accessible.
  
• Help establish a scalable and organized training infrastructure to support consistency and growth.
  

Benefits Coordination & HR Operations

• Serve as the primary internal point of coordination for employee benefits in partnership with the firm’s broker.
  
• Assist with benefits enrollment, plan changes, employee questions, and communication throughout the year.
  
• Coordinate open enrollment preparation, employee education, and supporting documentation.
  
• Maintain accurate employee records, HR files, and related documentation.
  
• Support HR reporting, policy administration, compliance tracking, and employee lifecycle documentation.
  
• Ensure HR systems and records are organized, current, and aligned with firm procedures.
  

HR Compliance & Policy Support

• Support compliance with applicable employment laws, labor regulations, firm policies, and HR best practices.
  
• Help ensure the firm’s HR processes, employee documentation, handbooks, acknowledgments, and records are complete and compliant.
  
• Maintain confidentiality and professionalism in handling employee information, compensation data, benefits details, and sensitive personnel matters.
  
• Assist in developing and improving HR policies, practices, and internal processes as the firm grows.
  
• Bring a compliance-minded, risk-aware approach to all HR coordination and documentation efforts.
  

Partnership with the COO & Leadership Team

• Report directly to the COO and support firmwide HR initiatives and people operations projects.
  
• Help leadership create structure around employee development, accountability, and communication.
  
• Serve as a reliable internal partner who can execute recurring HR processes while helping build stronger infrastructure over time.
  
• Support the COO with special projects related to HR operations, employee experience, training systems, and performance management.
  

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
  
• SHRM-CP, SHRM-SCP, PHR, or similar HR certification preferred.
  
• 3–5+ years of progressive HR experience in an HR Coordinator, HR Generalist, or similar HR operations role.
  
• Strong background supporting or managing HR processes for organizations with 50+ employees.
  
• Strong understanding of employment practices, labor law regulations, HR compliance, workplace policies, employee documentation, and performance management processes.
  
• Experience owning or heavily supporting onboarding, benefits coordination, employee engagement, and performance review administration.
  
• Experience using Paylocity strongly preferred.
  
• Experience with a Learning Management System (LMS) strongly preferred.
  
• Experience creating or managing process documentation, training content, manuals, or SOPs/PSPs preferred.
  
• Experience in a law firm or professional services environment preferred.
  

Knowledge, Skills & Abilities

• Strong HR generalist mindset with the ability to balance employee support, operational execution, and compliance.
  
• Strong understanding of HR best practices and labor law considerations for growing organizations.
  
• Ability to manage multiple priorities, deadlines, and recurring HR cycles with accuracy and follow-through.
  
• Excellent organizational, administrative, and project management skills.
  
• Strong written and verbal communication skills.
  
• Ability to create structure, documentation, and consistency in a fast-paced environment.
  
• High level of discretion, professionalism, and sound judgment.
  
• Ability to work effectively with employees, managers, and senior leadership across all levels of the firm.
  
• Strong systems orientation and comfort learning and managing HR technology platforms.
  
• Detail-oriented, dependable, and proactive in identifying needs and following through.
  

Success in This Role Looks Like

• New hires experience a smooth, organized, and professional onboarding process.
  
• Quarterly check-ins, semi-annual reviews, and annual review cycles are completed on time and with strong participation.
  
• Employee surveys and skip-level feedback processes are consistently executed and produce actionable insight.
  
• PSPs, training manuals, and LMS content are organized, current, and actively used across the firm.
  
• Paylocity and other HR systems are clean, well-managed, and support operational efficiency.
  
• Benefits administration is timely, accurate, and employee-friendly.
  
• HR documentation, compliance practices, and people processes are structured and dependable.
  
• Leadership has stronger support in managing employee development, engagement, and accountability.
  
• The firm’s HR function becomes more scalable, organized, and effective as the business grows.

Why Join Grand Canyon Law Group

Grand Canyon Law Group is a fast-paced, growth-focused criminal defense law firm committed to building a strong culture, excellent client service, and operational excellence. This role is an opportunity to work directly with the COO and help shape the employee experience, HR infrastructure, and internal training systems of a growing organization. For the right person, this is a chance to step into a meaningful role with real ownership, visibility, and impact.

We are looking for an HR professional who brings both heart and structure, someone who can support our people well, hold a high standard, and help us build the systems needed to grow the right way. If you are detail-oriented, compliance-minded, tech-savvy, and energized by creating order and consistency in a high-performing environment, we would love to hear from you.

Requirements: