HR Coordinator

Grand Canyon Law Group•Phoenix, AZ

22d•$26 - $30

About The Position

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.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
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.
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.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or similar HR certification preferred.
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.

Responsibilities

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.
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.
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.
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.
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.
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.
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.