Training & HR SOP Specialist

Training Material Consolidation

• Inventory all existing training materials (documents, slide decks, videos,
• checklists, handbooks, and LMS content) across departments and locations.
• Build and maintain a master training tracker in Excel or Google Sheets listing each item's topic, owner, audience, format, location, and last-updated date.
• Identify overlapping, duplicate, outdated, and conflicting content, and flag it for review.
• Merge duplicate materials into a single approved version for each topic, preserving the best and most current information.
• Rewrite and reformat content so it is concise, consistent, and easy to follow, using plain language, clear headings, numbered steps, and checklists.
• Organize materials into a logical structure by role, department, and onboarding stage so employees can quickly find what they need.
• Create consistent templates and formatting standards for all future training materials.
• Develop quick-reference guides, job aids, and one-page summaries for frequently used processes.
• Set up a clear file-naming convention, folder structure, and version control system for the training library.
• Route revised materials to subject-matter experts and managers for review and approval, and track sign-offs.
• Archive retired materials so outdated versions are no longer in circulation.

HR SOP Manual Review & Completion

• Review the full Human Resources SOP manual section by section, covering areas such as hiring, onboarding, payroll, timekeeping, leave, benefits, performance, discipline, and offboarding.
• Identify state-specific requirements and terminology that differ by location (for example, paid sick leave, final paycheck timing, meal and rest breaks, overtime rules, required notices, and record retention).
• Build a state-by-state reference matrix showing which policies vary by state and where each variation appears in the manual.
• Flag legal language, outdated references, and possible compliance gaps for review by HR leadership and legal counsel.
• Rewrite each process in plain, easy-to-understand language, removing jargon while keeping the meaning accurate.
• Break each procedure into clear, numbered steps with defined owners, timelines, required forms, and approval points.
• Add simple flowcharts, checklists, and examples where they make a process easier to follow.
• Identify missing procedures, incomplete steps, missing forms, and unanswered questions throughout the manual.
• Gather missing information by interviewing HR staff, managers, and department leads, and by researching official state labor department and government sources.
• Maintain a gap log tracking every open item, who it was sent to, follow-up dates, and resolution.
• Assemble the completed SOP booklet with a consistent format, table of contents, glossary of terms, and revision history.
• Set up a process for keeping the manual current as laws and internal policies change.

Note: This role organizes, simplifies, and flags compliance questions. It does not provide legal advice; final legal review and approval remain with HR leadership and legal counsel.

Coordination & Project Support

• Create and manage a project plan with milestones and deadlines for both the training consolidation and the SOP review.
• Schedule review meetings with managers, subject-matter experts, and HR leadership, and track action items to completion.
• Follow up consistently on outstanding information, approvals, and feedback.
• Provide weekly progress updates summarizing completed work, open gaps, and decisions needed.
• Maintain organized, secure digital files for all drafts, approved versions, and source materials.
• Handle confidential HR and employee information with professionalism and discretion.
• Recommend improvements to how training and SOPs are created, reviewed, and maintained going forward.
• Assist with related administrative and special projects as needed.