Human Resources Analyst

Where Law and Innovation Meet

At Epstein Becker Green, you’ll build a career at the intersection of workforce management, health care, and life sciences. Since our founding in 1973—and across offices in key markets nationwide—we’ve taken an industry-focused approach to counseling, litigation, and regulatory work. From day one, you’ll contribute to high-impact projects across firm and client initiatives for organizations ranging from emerging companies to large enterprises, with access to mentorship and training and clear paths to expand your skills and responsibilities. You’ll join collaborative teams grounded in respect, inclusion, and practical problem-solving—so you can do your best work and see the results in real client outcomes.

Our reputation is reflected in independent rankings and awards, but we measure success by the impact you can make and the colleagues who help you make it. Our model supports cross-office collaboration, modern knowledge tools, and opportunities to explore adjacent practices and industry issues as your interests evolve. If you’re seeking a place to do sophisticated work, learn from supportive colleagues, and build a career with flexibility and purpose, look to Epstein Becker Green.

Summary:

The Human Resources Analyst role helps ensure the effective execution of HR programs and initiatives by coordinating key processes as well as partnering closely with HR leadership, HR Business Partners, and cross-functional stakeholders. The Human Resources Analyst provides operational support focusing on employee lifecycle processes such as onboarding, offboarding, organization design, performance management, annual compensation administration, etc. In addition, this role plays an important part in supporting the Firm’s ongoing HR transformation efforts through firmwide initiatives designed to modernize and scale HR operations.

HR Administration & Generalist Support:

• Support the notification process by distributing notifications related to new hires, departures, and employee status changes to designated internal stakeholders.
• Monitor the HR inbox, respond to routine inquiries, and escalate complex matters as appropriate Manage employee lifecycle transactions (hires, terminations, promotions, compensation changes), ensuring timely and accurate data submission to Payroll and auditing HR systems for accuracy and compliance.
• Support the implementation and administration of HR policies, procedures, and programs in alignment with Firm standards and legal requirements.
• Support compliance efforts by maintaining awareness of Firm policies and employment regulations and escalating potential issues or questions as appropriate.

New Hire Onboarding & Employee Offboarding:

• Own the Firm’s onboarding experience for new hires from offer acceptance through the first 90 days, serving as the primary point of contact ensuring a consistent, high-quality experience.
• Coordinate new hire orientation schedules with hiring managers, Practice Management (for attorneys), HR, IT, Office Administration, and relevant teams who conduct training to deliver a consistent onboarding experience across roles and offices.
• Facilitate new hire orientation sessions, introducing Firm culture, CORE values, policies, and key processes, and supporting introductions to teams or practices.
• Coordinate the 90-day evaluation process for Business Professionals in partnership with the HR Generalist and people managers.
• Continuously review, update, and enhance onboarding materials and processes to drive greater consistency, efficiency, and alignment with the Firm’s CORE values and evolving business needs.
• Assist the HR Generalist with offboarding and prepare and send departure notifications and the departure memo in accordance with Firm policies and legal requirements.

Compensation Administration & Performance Management

• Support the Firm’s annual compensation processes, including compiling, organizing and validating compensation-related data, under the direction of the Director of Human Resources.
• Assist in the review of compensation letters for accuracy, completeness, and alignment with approved compensation decisions prior to distribution.

Performance Management:

• Assist with compiling performance review data, summaries, and reports to support HR review and analysis.
• Assist with the administration of performance reviews, including tracking timelines, preparing materials, monitoring completion, and compiling summary reports.
• Other Duties and Projects - Under direction of the Director of Human Resources and/or Chief Human Resources Officer, complete, support or lead HR related tasks or projects which may be related to any functional area of Human Resources.

Required Skills:

• Ability to work independently while effectively coordinating with internal stakeholders; manage multiple priorities and deadlines in a fast-paced environment. Detail-oriented, organized, results-driven, and self-motivated.
• Strong problem-solving skills with sound judgment and a customer-service–oriented approach. Excellent verbal and written communication skills.
• Proficiency in Microsoft Office, (advanced Excel skills required). Experience with HRIS platforms, data entry, and basic report generation preferred.
• Familiarity with employment laws and HR compliance requirements is a plus.
• Ability to handle sensitive and confidential information with discretion and professionalism.

Qualifications:

• One to three years’ experience in Human Resources. 
• Bachelor’s degree in business administration, Human Resources or related field preferred.

Compensation:

The expected salary range for this position ranges from $80,000 - $90,000. It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and where applicable, licensure or certification obtained. Market and Firm factors are also considered. In addition to the base salary and a generous employee benefits package, successful candidates are eligible to receive a discretionary bonus.

Epstein Becker Green is an equal opportunity employer and will consider qualified applicants with criminal histories in a manner consistent with the requirements of applicable fair chance laws.