Human Resources Manager

Gallo Legal Services — Atlanta (Chamblee area), Georgia (On-site)

Reports to: CEO

Employment Type: Full-Time

Direct Report: Office Manager

Gallo Legal Services is the largest privately owned legal support services firm in Georgia. We provide court reporting, legal videography, trial services, and litigation support to law firms across the state, nationally, and internationally. We operate with approximately 80 employees and a growing network of independent contractors. We have been recognized multiple times by the Atlanta Business Chronicle as one of Atlanta's Best Places to Work, including a first-place ranking in the medium-sized business category.

We serve the legal industry — an environment where precision, documentation, and follow-through are not preferences, they're requirements. Our clients are attorneys who hold us to the same standard they hold themselves. That standard runs through everything we do internally, including how we manage our people. We care deeply about our employees and we take that seriously — which means HR here isn't casual, it isn't reactive, and it isn't optional.

If you thrive in environments where the bar is high and the work matters, you'll fit here.

We're a growth-minded, systems-driven organization that runs on continuous improvement, not corporate theater. Our culture is built for systems-thinkers and straight-shooters — competence matters more than schmoozing, direct communication is valued over diplomatic dancing, and results speak louder than politics. If you've ever felt like you didn't fit in traditional corporate HR because you care more about building systems that set people up to succeed than checking boxes, you'll fit here.

We need someone who understands how the puzzle pieces fit together, who thinks about the ripple effects of HR decisions on operations, finance, and service delivery — not just whether we're following the HR playbook.

We've built a strong company with an award-winning culture, but we've outgrown the point where HR can be handled between the CEO, a payroll system, and an outside consultant. We need someone to own it — the full employee lifecycle, the processes that protect the company and the people in it, and the culture work that's made us a Best Places to Work winner but has never been systematized.

This is a build role. We have an employee handbook, workers' comp, an employment lawyer for advice, payroll handled by our controller, and a quarterly review process in place. What we don't have is a dedicated person making sure HR runs like a real operation — onboarding that's consistent, discipline that's documented and fair, benefits that are managed without things falling through the cracks, a culture strategy that scales with us, and succession planning that ensures we're never one departure away from a crisis.

You're not inheriting a polished HR department. You're building one.

• Own Onboarding
• Build and Own the Discipline Framework
• Develop Manager Training and Ongoing Development
• Manage Benefits Administration
• Manage Employee Relations
• Own Leave Management and Accommodations
• Conduct Stay Interviews
• Drive Culture, Retention, and Engagement
• Own Compensation Strategy
• Build Career Pathing
• Lead Succession and Workforce Planning
• Manage Workplace Safety and Return-to-Work
• Manage Offboarding

This is not an HR assistant role. You have an Office Manager as a direct report to handle administrative execution — data entry, scheduling, paperwork coordination. Your job is building and running the function, not processing forms.

This is not a compliance-only role. Compliance matters and you'll own it, but we already have an employment lawyer for advice and a handbook in place. The bigger need is someone who builds processes, coaches managers, and drives the people side of the business.

This is not a role where you wait for problems to come to you. If you see a manager struggling with a team member, you step in. If onboarding is inconsistent, you fix it. If we're losing people and you know why, you bring solutions. You are proactive.

• Need consensus…