People Operations & Culture Specialist (Part-Time)

DOAR is a premier legal consulting firm that supports attorneys in high-stakes, high-profile civil and criminal matters. We conduct pre-trial research, including focus groups and mock trials; advise our clients on the development of trial themes and visual presentation strategies; create and test compelling presentations using cutting-edge audio/visual technologies to support legal arguments; and support trial lawyers in the courtroom by providing evidence management and presentation. We also provide testifying experts from academia, industry, and government who support legal teams in cases involving emerging technologies. The People Operations Specialist is a newly designed role created to centralize and elevate how DOAR attracts, welcomes, and supports its people. This is a meaningful, hands‑on role with real ownership from day one — bringing recruitment, onboarding, employee experience, and culture under a primary point of accountability, with the visibility, autonomy, and trust to shape the role and grow with it. We are looking for an early‑career professional who is energized by improving how a fast‑moving firm operates. The ideal candidate will bring sharp organizational instincts, sound judgment, and a service‑oriented mindset; notice when something could run better and are eager to make it run better; and want to build a career at the intersection of people operations, culture, and employee experience. Important Note: This is a part‑time position scheduled at 24 hours per week across three set days (e.g., Monday/Wednesday/Friday), with roughly 24–30 hours of weekly availability expected. The structure provides consistent coverage for managers and employees and may flex for culture or onboarding events; outside of set days, the candidate should remain reachable for urgent people matters when they arise. Support execution of the firm’s people and culture strategy, translating priorities into clear, well‑coordinated programs and day‑to‑day activity. Centralize and own day‑to‑day recruitment coordination across the firm, ensuring a consistent, well‑run candidate experience from job posting through offer. Manage recruitment logistics end‑to‑end, including job postings, interview scheduling, candidate communication, internal feedback collection, and offer letter execution. Own components of the onboarding experience end‑to‑end, including pre‑boarding logistics, day‑one experience, 30/60/90‑day touchpoints, and onboarding materials. Serve as the point person for hiring managers across both recruitment and onboarding — helping them prepare, run effective interviews, give timely feedback, and successfully bring new hires up to speed. Connect the recruitment and onboarding processes so candidates move into employees with no drop‑off in experience, communication, or information. Maintain and improve the firm’s intranet, ensuring content is current, engaging, and useful, and partnering with stakeholders to drive participation and visibility. Plan and support team‑building and culture events, including logistics, communications, and on‑site coordination; flex schedule as needed for event days. Develop and distribute internal messaging, announcements, and recognition programs that strengthen connections across the firm. Serve as a first point of contact for employee HR questions during scheduled work days, with a target 1–2 business day response time on non‑urgent items and clear escalation paths for time‑sensitive matters. Support HR initiatives and projects through coordination, scheduling, documentation, and reliable day‑to‑day execution. Firm Development & Strategic Contribution Identify gaps and friction points in onboarding, communications, and employee experience, and propose practical improvements. Help scale the onboarding program as the firm grows, building reusable tools, templates, and workflows that improve consistency and reduce manual effort. Strengthen visibility, efficiency, and connection across teams through better internal communications, intranet engagement, and culture programming. Contribute to a stronger people and culture function by listening to employee feedback, surfacing trends while protecting anonymity, and supporting continuous improvement of HR processes. Serve as a functional resource to peers and managers across the firm on onboarding, culture programs, and HR processes. Coordinate discrete initiatives and shared workstreams across HR, Operations, IT, and other functions to ensure smooth handoffs and timely execution. Support knowledge transfer through clear documentation, intranet content, and onboarding materials — with particular attention to durable assets that allow the team to operate well on non‑coverage days. What Success Looks Like New hires consistently describe onboarding as smooth, organized, and welcoming, and managers feel well‑supported in running it. The intranet is current, engaging, and actively used, with clear ownership and rhythms behind the content. Culture events and internal communications are well‑planned, well‑executed, and strengthen connection across the firm. Employees experience HR as responsive, approachable, and reliable for everyday questions and needs within the part‑time coverage model. Qualifications Bachelor’s degree in Human Resources, Organizational Psychology, Industrial‑Organizational Psychology, or a related field; advanced coursework or degree a plus. 3–5 years of experience in HR, employee experience, talent operations, people operations, or a closely related function. Experience supporting onboarding programs, culture initiatives, and internal communications. Strong written and verbal communication skills, with the ability to write clear, employee‑facing content. Strong project management, organizational, and follow‑through skills with high attention to detail. Comfort working with HRIS, intranet, and collaboration tools (e.g., SharePoint, Teams). Sound judgment around confidentiality and the ability to handle sensitive employee matters with discretion. Comfortable operating in a part‑time structure — organized about coverage, communicative about availability, and thoughtful about leaving work in a good handoff state across non‑working days. Collaborative, proactive, service‑oriented, and adaptable in a fast‑paced professional services environment. At DOAR, we are committed to supporting employees’ well‑being, professional growth, and long‑term success. The salary range for this role is $44,000–$46,000, aligned with experience, performance, and contributions. Our broader benefits package includes: Health Coverage Employees have access to a variety of medical plan options through Blue Cross/Blue Shield via TriNet. DOAR contributes 65% toward the cost of the base medical plan. HRA For employees enrolled in a DOAR medical plan, the company provides reimbursement support of up to $2,000 toward deductible expenses through our HRA program. Retirement Savings DOAR offers a 401(k) plan through Nationwide, including an employer match of 50% of employee contributions up to 6% of salary. Dental & Vision We offer multiple dental plan options through leading carriers, including MetLife, Aetna, Guardian, and Delta Dental, with DOAR contributing 65% toward dental plan costs. Vision coverage is also available through VSP or Aetna. Professional Development We invest in your growth through training, coaching, and role‑aligned learning resources designed to help you build skills, expand your impact, and advance your career. Life & Disability Protection DOAR provides company‑paid life insurance coverage of $50,000 for all employees, with additional voluntary coverage options available. We also provide long‑term disability coverage to help protect employees in the event of an extended illness or disability. Tax‑Advantaged Savings Programs Employees may participate in flexible spending, transit, and dependent care programs, allowing them to set aside pre‑tax dollars for eligible expenses. Voluntary Benefits Employees also have access to additional voluntary benefits, including short‑term disability, accident insurance, critical illness coverage, hospital plans, and legal support services. #J-18808-Ljbffr DOAR