Human Resource Coordinator

Barrios Virgüez Attorneys; Duluth (GA); On-site; USD 50,000 - 65,000; Full time

Job summary

Barrios Virgüez Attorneys seeks an HR Coordinator to lead recruiting, onboarding, and employee relations across Georgia offices. You will own posting, screening, and interview coordination while building a bilingual candidate pipeline for a Spanish-speaking client base.

You will manage onboarding, performance processes, vendor relationships, and culture initiatives to support a productive, compliant workforce across the firm.

Qualifications

• 3+ years of hands-on HR experience with recruiting focus.
• Experience sourcing bilingual (English/Spanish) candidates.
• Experience onboarding, employee relations, and performance review processes.
• Familiarity with HR compliance requirements (I-9 verification, EEOC, FMLA, ADA basics).
• Experience with HRIS platforms, applicant tracking systems, and standard HR tools.
• Strong written and verbal communication skills in English; bilingual fluency in Spanish required.

Responsibilities

• Owns the full recruiting lifecycle for all firm positions: job posting creation, candidate sourcing, resume screening, phone screens, interview scheduling, and offer coordination.
• SOURCES bilingual candidates through job boards, networks, community organizations, social media, and direct outreach.
• Screens resumes against role requirements and forwards qualified candidates to the hiring manager.
• Performs structured phone screens and first-round interviews; documents assessments and provides recommendations.
• Manages job postings across platforms; monitors performance and adjusts sourcing strategy.
• Builds and maintains candidate pipelines for recurring or hard-to-fill roles.
• Coordinates interview logistics, scheduling, and candidate communication to reflect well on the firm.
• Tracks recruiting metrics and reports to leadership monthly.
• Owns onboarding for new hires: offers, logistics, benefits enrollment, access setup, policy acknowledgments.
• Delivers a structured onboarding covering policies, systems, expectations, team introductions, and compliance in first week.
• Coordinates training with department leads for first 30 days.
• Conducts 30-, 60-, 90-day onboarding check-ins; documents feedback.
• Manages offboarding: exit interviews, revocation of access, equipment return, benefits termination.
• Serves as first point of contact for employee questions; escalates as needed.
• Monitors morale and engagement across locations; flags concerns to leadership.
• Plans internal events to build culture and recognition within budget.
• Supports development of firm-wide cultural standards and professional behavior.
• Coordinates performance review cycle and documentation.
• Assists managers with performance coaching and improvement plans.
• Maintains contract calendars for vendor relationships.

Skills

Recruiting & Sourcing

Employee Relations

Accountability

Confidentiality

Organization

Empathy Follow-Through

Conflict Resolution

Event Coordination

Attention to Detail

Communication

Process Improvement

Tools

HRIS systems

ATS systems

Payroll processes

Job description

POSITION SUMMARY

The Human Resources Coordinator is responsible for building and managing the firm's people operations infrastructure, from recruiting and hiring the right talent to onboarding, employee relations, performance management, and culture building across all firm locations. This role owns the full recruiting lifecycle, manages vendor relationships tied to HR functions, coordinates internal events that strengthen team culture, and ensures that every employee is properly onboarded, supported, and held to performance standards. This is a hands-on, execution-level HR role in a growing personal injury law firm that serves a predominantly Spanish-speaking client base. The HR Coordinator is the firm's front line for talent acquisition, employee experience, and workforce accountability, and the quality of people this person recruits, retains, and develops directly impacts the firm's ability to deliver for its clients. REPORTS TO Firm Leadership (Managing Partners)

RESPONSIBILITIES

• Owns the full recruiting lifecycle for all firm positions: job posting creation, candidate sourcing, resume screening, phone screens, interview scheduling, and offer coordination


• Sources bilingual (English/Spanish) candidates through job boards, professional networks, community organizations, social media, and direct outreach, does not rely solely on inbound applications


• Screens all incoming resumes against role requirements before forwarding qualified candidates to the hiring manager; unqualified applicants are filtered out before they reach leadership


• Conducts structured phone screens and first-round interviews; documents candidate assessments and presents recommendations to the hiring manager with clear rationale


• Manages job postings across all active platforms (Indeed, LinkedIn, and any firm-specific channels); monitors posting performance and adjusts sourcing strategy based on results


• Builds and maintains a candidate pipeline for recurring or hard-to-fill roles so the firm is not starting from zero every time a position opens


• Coordinates all interview logistics, scheduling, room booking, interviewer prep, and candidate communication, so the process runs smoothly and reflects well on the firm


• Tracks recruiting metrics: time-to-fill, source effectiveness, screening-to-interview ratio, and offer acceptance rate; reports to leadership monthly Onboarding & Offboarding


• Owns the full onboarding process for every new hire: offer letter preparation, first-day logistics, benefits enrollment, system access setup, policy acknowledgments, and orientation scheduling


• Delivers a structured onboarding experience that covers firm policies, technology systems, role expectations, team introductions, and compliance requirements within the first week


• Coordinates with department leads to ensure role-specific training is scheduled and completed within the new hire's first 30 days


• Conducts 30-, 60-, and 90-day onboarding check-ins with every new hire; documents feedback and flags concerns to leadership early


• Manages the offboarding process for departing employees: exit interviews, system access revocation, equipment return, benefits termination, and final documentation Employee Relations & Culture Building


• Serves as the first point of contact for employee questions, concerns, and workplace issues, listens, documents, and escalates to leadership when appropriate


• Mediates minor interpersonal conflicts and workplace friction before they escalated; involves leadership on serious matters, policy violations, or repeat issues


• Monitors team morale, engagement, and dynamics across all firm locations; flags patterns or concerns to leadership proactively rather than waiting for issues to surface


• Plans and coordinates internal events that build team cohesion and reinforce firm culture, team lunches, celebrations, recognition events, holiday gatherings, and milestone acknowledgments


• Ensures internal events are inclusive, well-organized, and executed on budget; handles logistics end-to-end without requiring leadership involvement in the details


• Supports the development and communication of firm-wide cultural standards: professionalism expectations, communication norms, and workplace behavior standards Performance Management


• Coordinates the firm's performance review cycle: distributes review forms, tracks completion deadlines, compiles submissions, and ensures every employee receives a review on schedule


• Supports managers and department leads with performance documentation, coaching on how to deliver feedback, document performance concerns, and build improvement plans


• Tracks employee performance issues, corrective actions, and improvement plans; ensures documentation is complete, consistent, and stored in the employee file


• Follows up on active performance improvement plans (PIPs) at defined intervals; ensures deadlines are met and outcomes are documented


• Flags overdue reviews, unresolved performance issues, and documentation gaps to leadership on a regular reporting cadence HR Vendor Management


• Manages relationships with all HR-related vendors: benefits providers, payroll processors, recruiting platforms, background check services, and any outsourced HR functions


• Coordinates annual benefits enrollment, communicates options to staff, answers questions, processes enrollments, and ensures deadlines are met with the benefits provider


• Reviews vendor contracts and invoices for accuracy; flags discrepancies, unnecessary costs, or underperforming vendors to leadership with recommendations


• Sources and evaluates new HR vendors as firm needs evolve, recruiting tools, HRIS platforms, training providers, or benefits alternatives, and presents options to leadership


• Maintains a current vendor contact list and contract calendar for all HR-related agreements; flags renewals and expirations 30 days in advance QUALIFICATIONS

QUALIFICATIONS

• 3+ years of hands-on HR experience with a strong emphasis on recruiting, candidates without direct recruiting experience are not the right fit for this role


• Demonstrated experience sourcing and hiring bilingual (English/Spanish) candidates


• Experience managing onboarding, employee relations, and performance review processes


• Familiarity with HR compliance requirements (I-9 verification, EEOC, FMLA, ADA basics)


• Experience with HRIS platforms, applicant tracking systems, and standard HR tools


• Strong written and verbal communication skills in English; bilingual fluency in Spanish required


• Experience planning and executing internal events or employee engagement initiatives


• Ability to handle confidential information with discretion and professionalism


• Law firm or professional services experience preferred but not required KEY SKILLS AND COMPETENCIES Recruiting & Sourcing

KEY SKILLS AND COMPETENCIES

• Recruiting & Sourcing


• Employee Relations


• Accountability


• Confidentiality


• Organization


• Empathy Follow-Through


• Conflict Resolution


• Event Coordination


• Attention to Detail


• Communication


• Process Improvement

SUCCESS IN THIS ROLE LOOKS LIKE

In the first 30 days, the HR Coordinator has reviewed every open position and active posting, taken ownership of the recruiting pipeline, completed an audit of current employee files for completeness, met with every department lead to understand team dynamics and staffing needs, and begun planning the next internal event. By 60 days, the recruiting process is running on a structured cadence, postings are active and optimized, candidates are being screened and moved through the pipeline without delays, and hiring managers are receiving only qualified, pre‑vetted candidates. Onboarding for any new hires is fully managed. The first internal event has been executed. By 90 days, leadership trusts the HR Coordinator to run recruiting, onboarding, employee relations, and events without oversight. The performance review process is documented and on schedule. Vendor relationships are organized with a current contract calendar. The firm’s HR operations feel structured, responsive, and proactive, not reactive.

Pay

From $50,000.00 per year Work Location: In person