• Serve as a primary point of contact for employees regarding HR policies, procedures, and general employment questions — providing first-level employee relations support and escalating complex matters appropriately. • Coordinate all aspects of the onboarding process — new hire paperwork, system setup, orientation scheduling, and first-day logistics — ensuring every new employee starts with a positive, seamless experience. • Facilitate engaging new hire orientation sessions and coordinate employee separations — including offboarding workflows, exit interviews, system access removal, and final documentation. • Serve as the primary administrator for Paylocity — configuring employee records, security permissions, workflows, and organizational changes, and troubleshooting system issues for employees and managers. • Identify opportunities to improve HR system processes and efficiencies — partnering with vendors and internal stakeholders to resolve technical HRIS issues proactively. • Create recurring and ad hoc HR reports and dashboards — analyzing workforce data including headcount, turnover, hiring metrics, and organizational trends to support data-driven decision-making. • Prepare executive-ready presentations and PowerPoint decks for senior leadership and Executive Leadership Team meetings — ensuring data integrity and clear, compelling communication of HR insights. • Maintain employee personnel files and HR documentation — supporting compliance with U.S. employment laws, assisting with audits, and supporting government reporting requirements including EEO-1, labor surveys, and census reporting. • Assist managers with employee documentation, coaching conversations, and policy interpretation — fostering a positive, collaborative, and inclusive workplace culture at every touchpoint.

• Act as primary HR business partner for multiple districts of Aramark Collegiate Hospitality • Partner with leaders and teams to identify opportunities and develop solutions • Coach and advise leaders on people strategy • Ensure the efficient delivery of HR programs and services • Build and implement organizational effectiveness strategies • Collaborate with Centers of Excellence (COEs) to attract, onboard, develop, and retain talent • Support Aramark growth, acquisitions, and retention efforts • Drive adherence to compliance of policies and procedures • Lead HR teams in assigned districts and regions

• Develop and implement HR processes, practices, and programs for the organization • Ensure proactive planning and effective execution of talent acquisition and performance management • Conduct exit interviews and analyze data for HR improvement • Assist leaders with job description creation and compensation analysis • Partner with Talent Acquisition for timely approvals and immigration processes • Anticipate and facilitate resolution of employee relations issues • Implement employee and leadership development strategy

Role Description We are seeking a tech-savvy, proactive HR professional with excellent communication skills to support our HR team across recruitment, onboarding, compliance, and training. You'll work alongside firm leadership to keep day-to-day HR operations running smoothly and help identify smarter, more efficient ways to manage HR processes using AI and automation. If you enjoy variety in your work, thrive on process and organization, adapt quickly to new tools, and want to grow with a firm that invests in its people, this role is a great fit. Key Responsibilities - HR Operations & Compliance - Support the employee onboarding process, helping new hires get set up and proficient with the firm's technology stack within their first week. - Assist with HR document, process, and compliance audits, and monitor completion of required documentation, certifications, training, and policy acknowledgements. - Follow up with employees and managers on outstanding compliance items. - Maintain accurate HR records within Rippling and other HR systems. - Recruitment & Talent Support - Support sourcing for open roles, including candidate outreach and headhunting for hard-to-fill positions when standard applicant pipelines fall short. - Help manage candidate pipelines and keep hiring managers updated on status. - Assist with background and reference checks and credential verification. - Participate in candidate interviews alongside hiring managers. - Training & Development - Help maintain and update the firm's training curriculum, onboarding materials, and learning resources. - Assist in creating SOPs, workflow documentation, process maps, and training materials as needed. - Support the development of assessments and knowledge checks to track training completion. - Process Improvement & Automation - Identify opportunities to streamline HR workflows through automation and AI-powered tools. - Help maintain workflows within monday.com and other operational platforms. Qualifications - Bachelor's degree in Psychology, Human Resources, Business Administration, Management, or a related field (required). - Tech-savvy, with the ability to quickly learn and adapt to new tools, systems, and platforms (required). - Excellent written and spoken English with strong, proactive communication skills — comfortable flagging issues, asking questions, and following up without being prompted (required). - Proactive and self-directed, able to anticipate needs and take initiative in a fast-paced, fully remote environment (required). - Minimum of 2 years of experience in HR operations for a U.S.-based company, including onboarding, compliance, or employee lifecycle support (required). - Experience using monday.com and HRIS platforms such as Rippling (required). - Experience creating clear documentation, SOPs, or process materials. - Comfortable using AI tools to support content creation, documentation, and process efficiency. - Strong attention to detail and ability to manage multiple priorities. - Preferred: recruitment or sourcing experience, including candidate outreach, vetting, and interviewing. - Preferred: experience with Canva or similar tools for training or communication materials. Benefits - Stable, remote opportunity to work with a well-established U.S.-based law firm that values continuous learning, innovation, and professional growth. - Competitive compensation with performance-based bonuses. - Fully remote role within a diverse global team. - Paid time off, including U.S. federal holidays, sick leave, and annual leave. - Pacific Time-aligned working hours with reasonable flexibility. - Opportunity to grow with the firm's HR function as it scales. - Structured onboarding and clear expectations from day one. - Stable, long-term opportunity with a growing U.S. law firm. - Supportive and collaborative work environment built on accountability and continuous improvement. - Thoughtful company culture, including birthday recognitions and team appreciation initiatives. Working Hours - Full-time role, 8 hours per day (excluding a 1-hour break). - Schedule details may be discussed during the final stages of the hiring process. - Scheduling is flexible; however, team members are required to maintain a minimum of 5–6 hours of overlap with the firm's operating hours in Pacific Time (PT), subject to operational needs and team coordination. Application Process - Most recent Resume/CV (required). - Communication and presentation assessment, including a practical assignment relevant to HR operations, recruitment, or training material creation. - Proof of qualifications and professional references. To ensure fairness and accuracy, compensation verification may be conducted for shortlisted candidates. Additional Information - This is a fully remote, Philippines/South Africa-based role. - Engagement is as an independent contractor; tax compliance is the contractor's responsibility. - A 3-month probationary period will apply to support onboarding and performance alignment. - We are an equal opportunity employer and welcome applicants from all backgrounds. - Due to the high volume of applications we receive, contacting our offices by phone, email, or social media regarding this position is strictly prohibited. Any inquiries about application status through these channels will result in automatic disqualification from the hiring process. Our hiring team carefully reviews every submission and will contact qualified candidates directly.