People and Culture Specialist - Onboarding/Offboarding

Modern Family Law

2d•$31 - $38•Remote

About The Position

Modern Family Law, a boutique law firm specializing in Family Law, is seeking a compassionate, innovative, and organized People & Culture Specialist – Onboarding & Offboarding to work remotely. This role is the primary owner and coordinator of onboarding and offboarding processes, ensuring a consistent, organized, and professional employee transition experience. The position partners with People & Culture Leadership, IT, Payroll, Operations, and Firm leadership to support onboarding readiness, employee transitions, process improvement, and operational consistency across a growing multi-state organization. The ideal candidate is highly organized, detail-oriented, proactive, and possesses strong judgment, communication, and follow-through skills, balancing employee interaction with operational execution in a fast-paced environment.

Requirements

A high school diploma or equivalent is required
At least four (4) years of experience in onboarding, offboarding, employee experience, HR coordination, People Operations, or a closely related field
Experience coordinating and managing onboarding and offboarding processes across multiple stakeholders
Strong working knowledge of Microsoft Office Suite, including Word, Excel, PowerPoint, Outlook, Adobe, and Zoom
Experience working with HRIS platforms, onboarding systems, electronic personnel records, or similar systems
Demonstrated attention to detail, organization, and follow-through
Ability to manage multiple priorities, deadlines, and cross-functional coordination in a fast-paced environment
Strong written and verbal communication skills
Ability to communicate professionally and interact effectively with employees, managers, leadership, attorneys, support staff, and external partners
Ability to be a proactive self-starter who can operate independently while managing multiple priorities and deadlines
Strong customer service and relationship-building skills
Ability to maintain professionalism, discretion, and confidentiality when handling sensitive employee information and documentation
Ability to identify process gaps and recommend practical solutions to improve efficiency, consistency, and operational effectiveness
Flexibility and ability to respond positively to shifting priorities and business needs
Ability to work under pressure and manage competing priorities while maintaining accuracy and professionalism
Ability to work in a primarily computer-based environment, including extended periods of sitting, screen time, typing, and use of standard office equipment
Ability to occasionally lift and move office equipment or materials weighing up to 10 pounds
Ability to work occasional evenings or adjusted hours as needed to support onboarding, offboarding, or time-sensitive operational needs
Candidates must be able to perform the role’s duties with or without reasonable accommodations.

Nice To Haves

A bachelor’s degree in Business, Human Resources, Psychology, Humanities, or a related field is preferred
Experience working in a legal, professional services, and/or rapidly growing multi-state organization is preferred

Responsibilities

Own and coordinate onboarding processes from offer acceptance through the first 90 days of employment
Serve as a primary point of contact for new hires throughout onboarding and orientation processes
Coordinate onboarding schedules, orientation sessions, onboarding documentation, and first-day logistics
Partner with Learning & Development, IT, Operations, Payroll, and leadership teams to ensure timely onboarding readiness
Coordinate and manage offboarding processes from notice through final separation
Conduct and track exit interviews and stay interviews, identify trends, and support continuous improvement efforts
Develop, maintain, and improve onboarding and offboarding SOPs, workflows, process documentation, tracking tools, and related resources
Maintain organized onboarding and offboarding records, dashboards, tracking tools, and reporting visibility
Identify process gaps and recommend practical process improvements
Assist with coordination and documentation related to internal employee transitions, organizational changes, and People & Culture initiatives
Assist in the development, coordination, and maintenance of onboarding related training materials, resources, and process documentation
Partner with People & Culture Leadership and cross-functional teams to support onboarding, offboarding, and employee transition processes
Exercise sound judgment in managing routine onboarding and offboarding matters while partnering with People & Culture Leadership on sensitive issues
Maintain professionalism, discretion, and confidentiality when handling sensitive employee information and documentation
Perform other duties, responsibilities, and related assignments as directed by People & Culture Leadership