HR Infrastructure
Onboarding, policies, and compliance workflows built before a staffing issue forces the problem into the open.
Build the foundation before you need it.
Most small firms run for years without a documented onboarding process, a written handbook, or consistent HR procedures — until a staffing issue makes the gap impossible to ignore.
We put that foundation in place: onboarding procedures, handbook and policy development, documentation standards, payroll and benefits coordination, and basic compliance workflows. It protects the firm, frees up attorney time, and gives your team a more stable place to work.
Good for: Firms growing headcount, or firms that got lucky so far and don't want to keep relying on luck.
Investment: $2,000–$2,500
HR Shouldn't Be Built in Response to a Problem
Small firms often develop HR practices one employee—and one situation—at a time.
That works until the firm grows, someone leaves, a difficult personnel issue comes up, or different employees realize they've been given different answers to the same question.
A solid HR infrastructure creates consistency around how people join the firm, how expectations are communicated, how employment information is documented, and who is responsible for recurring administrative tasks.
Onboarding & Offboarding
Create repeatable processes for bringing employees into the firm and managing departures, including documentation, system access, administrative responsibilities, and handoffs.
Policies & Employee Documentation
Establish clear, consistent policies and documentation that give employees and firm leadership a common reference point.
Roles & Responsibilities
Clarify responsibilities, reporting relationships, and administrative ownership so important work doesn't fall between positions.
Payroll & Benefits Administration
Create consistent workflows around payroll information, benefits enrollment, changes, and coordination with outside providers.
HR Records & Compliance Workflows
Put practical processes in place for maintaining employment records, required documentation, deadlines, and recurring HR administration.
What We Can Put in Place
Depending on the firm's needs, the engagement may include:
New-hire onboarding procedures and checklists
Offboarding procedures
Employee handbook and policy development
Job descriptions and responsibility documentation
Personnel file standards
Payroll and benefits administration workflows
PTO and leave administration procedures
Performance-review processes
Employee-change documentation
Recurring HR calendars and checklists
Vendor and benefits-provider coordination procedures
HR Processes Built for a Growing Firm
Practical HR systems give your firm a consistent way to manage the employee lifecycle, reduce administrative uncertainty, and keep routine personnel responsibilities from landing on attorneys.
HR Infrastructure Review
A review of your current HR processes, documentation, responsibilities, and administrative gaps.
Defined Responsibilities
Clear ownership of recurring HR tasks so the firm knows who is responsible for what and when.
Policies & Procedures
Practical policies, procedures, checklists, and documentation appropriate to the scope of the engagement.
Implementation Guidance
Support putting the new processes into practice and creating a structure your firm can maintain going forward.
Signs Your Firm Has Outgrown Informal HR
If every employee situation is handled from scratch, the firm doesn't have an HR process yet.
New employees are onboarded differently depending on who handles it.
Policies exist in emails, old documents, or people's memories.
Job responsibilities have changed, but job descriptions haven't.
No one clearly owns recurring HR administrative tasks.
Employee records aren't maintained consistently.
Payroll or benefits changes rely heavily on someone remembering what needs to happen.
Departing employees expose gaps in passwords, files, responsibilities, or institutional knowledge.
Attorneys are spending time handling routine personnel administration.
The firm has grown but its HR processes still operate as though it has only one or two employees.
Operational HR, Not Employment Law
Iridian Edge approaches HR from the operational side of running a law firm. Building the processes, documentation, responsibilities, and administrative structure that help the firm manage its people consistently.
When an issue requires interpretation of employment law or legal advice, the firm should work with qualified employment counsel.
Not sure whether HR is the only operational issue? An Operational Assessment can help identify where your firm's broader infrastructure needs attention.
Build the HR Foundation Before You Need It
Whether you're preparing to hire, adding to an existing team, or realizing your current HR processes have become too informal, Iridian Edge can help you put a more consistent structure in place.
Investment: $2,000–$2,500