HR Specialist

HR Specialist 

The HR Specialist at Somich & Associates CPAs plays a vital role in shaping the employee experience from start to finish. This dynamic position touches every stage of the employee lifecycle — from recruiting and onboarding to training, benefits, and offboarding — ensuring that our people feel supported, valued, and equipped for success. 

As the firm’s primary point of contact for all HR-related functions, the HR Specialist is responsible for implementing and managing core processes that drive employee engagement, organizational effectiveness, and compliance. This includes recruiting top talent, onboarding new hires, administering compensation and benefits, maintaining employee records, and facilitating training and development programs that support both individual and firm-wide growth. 

The ideal candidate will be proactive, highly organized, and passionate about building a positive and productive workplace culture. This role requires collaboration with leadership to coach managers, address employee relations matters, and continuously improve how we support our team. Whether analyzing competitive benefits, coordinating wellness programs, or guiding performance conversations, the HR Specialist helps ensure our people have the tools, resources, and support they need to thrive. 

If you’re energized by people, process, and purpose — and ready to make a measurable impact — we’d love to have you join our team. 

Firm Culture 

• Focused on high-quality work that meets our client's needs and works alongside them to Protect their businesses, Prepare them for growth, and Propel them into the future. 

• Understands, can articulate, and communicate the firm's vision and strategies. 

• Shares a common goal of wanting to be successful, producing quality work, and collaborating as a team to make it happen. 

• Has a sense of ownership over assigned clients and client projects and has a sense of urgency for responding to clients and completing assigned projects timely and accurately. 

• Develops a strong understanding of the firm's structure, the people, the services we provide, and clients.   

• Treats each other respectfully, offering support when needed and providing a comfortable working environment. 

• Influences others to promote and have accountability in all aspects of working for the firm. 

• Acknowledges, in a stated or unstated fashion, other's perspectives.  

• Understands how to work with everyone in the firm effectively. 

Responsibilities 

• Recruiting – includes all aspects of hiring, from sourcing candidates to onboarding. You may work with hiring managers to determine the needs of a particular role and find candidates that meet those requirements.  

• Onboarding new hires in collecting payroll and benefits paperwork,  such as W-4s, I-9s, direct deposit forms, and any other documents your company needs. In addition, you may prepare new hire materials, such as orientation packets or company handbooks outlining company policies. 

• Administration - keeping track of documents, including employee records related to attendance, vacations, medical leave, and other employee data.  

• Compensation and benefits -  ensuring the Firm takes care of its employees by offering competitive salaries and a satisfactory benefits package. As an HR professional seeing that employees receive the correct salary and access the benefits they want.   

• Analyze the benefits offered by competing companies in your geographical area and industry. Your work can help managers make compensation decisions for current and future employees. When you make changes, you might administer new company policies on benefits, such as health insurance or retirement plans. 

• Training and development helps employees to continually update their skills and improve their job performance. Whether you develop the training in-house or contract with another group, it’s essential to establish an inventory of the training and development opportunities within your Firm.  

• When developing a training program, you’ll consider mandatory and voluntary opportunities. Laws may require some training, such as sexual harassment education. Other training may focus on individual career goals or the Firm’s needs. Your objective is to ensure that all employees have access to the tools they need to succeed and become more valuable to the company. 

• Work with department heads and managers as a human resources professional to improve their knowledge and skills. By training leaders in the company, you’ll help employees throughout the organization. Your training may focus on staff motivation, effective feedback, disciplinary issues, diversity, technical skills, and compliance with the law. 

• Managing health plans, employee assistance programs, retirement planning, and disability benefits.  

• You also may assist managers with creating employee wellness programs that include fitness challenges, healthy eating guidelines, and stress reduction practices. Healthy employees tend to use fewer sick days, which can improve the company’s productivity. Some employers offer these on-site, while others collaborate with outside vendors to provide services.  

• Working alongside Managers to administer, provide and document disciplinary action plans or possible termination of employees position within the Firm.