Organization: Alonso & Alonso Attorneys at Law, PLLC

Reports to: Legal Operations Manager Family-Based

Employment Type: Full-Time 

Location: Remote

About Us

At Alonso & Alonso, we provide personalized attention and services tailored to the specific needs of each client. We achieve this through client education, consistent updates, thorough assessment of each case, and customized legal strategies based on each client's circumstances.

Essential Responsibilities and Duties

Team Supervision and Development

• Lead the legal operations team, including legal assistants, team leads, and administrative staff.

• Provide ongoing training, mentorship, and opportunities for professional growth.

• Conduct regular performance evaluations and support continuous improvement.

Operational Management

• Oversee daily workflows to ensure timely, accurate, and efficient case handling.

• Coordinate legal projects and ensure key deadlines and priorities are met.

• Design, implement, and maintain standardized procedures and best practices across the team.
   

Technology and Tools

• Administer legal technology systems, including case management and document handling.

• Train staff on tools and ensure proper adoption of software solutions.

Compliance and Risk Management

• Ensure operational adherence to legal, regulatory, and confidentiality standards.

• Identify and address risks associated with case handling and team operations.

• Support the maintenance and accuracy of legal records and documentation.

Reporting and Analysis

• Generate and interpret operational reports to track team performance and workflow efficiency.

• Use data insights to identify trends, bottlenecks, and areas for process improvement.

• Share findings and make recommendations to senior leadership.

Cross-Functional Collaboration

• Serve as a liaison between the legal operations team and departments such as HR, IT, Finance, and Quality Assurance.

• Collaborate across teams to align legal operations with broader organizational goals.
   

Required Qualifications
 

• Minimum of 1-2 years of experience in legal operations, business operations, or a similar administrative/coordination role, especially in family-based and VAWA cases.

• At least 1 year of experience in a supervisory or leadership position, with proven ability to manage teams and drive performance.

• Familiarity with operational methodologies such as Lean or process standardization.

• Exposure to workflow-based environments such as assembly lines, legal production processes, or structured operational frameworks.

• Experience using case management and productivity software (e.g., Salesforce, Litify, Google Workforce, etc.).

• Proficiency in generating operational reports, tracking KPIs, and presenting key findings to stakeholders or leadership teams.

• Excellent organizational, time management, and problem-solving skills.

• Effective communication and interpersonal skills, with the ability to lead, motivate, and support teams.

• Close attention to detail and the ability to manage sensitive or confidential information with discretion.

Preferred Qualifications

• Competence in analyzing case metrics, error trends, and recommending corrective action plans.

• Experience building training materials, onboarding guides, or leading internal knowledge-sharing sessions.

• Familiarity with operational methodologies such as Lean or process standardization.

Technical Requirements

• Computer: Intel i5 (8th Gen+) or AMD Ryzen 5 (3000+), or Mac M1+. Min. 8 GB RAM, 256 GB SSD.

• OS: Windows 11 or macOS.

• Monitors: Two screens required.

• Headset: USB wired or wireless.

• Internet: Wired connection, at least 20 Mbps.

Key Performance Indicators

• Timely Case Movement
  Maintain ≥88% of assigned cases moved to the appropriate next stage within established timelines.

• Assignment Variance
  Maintain a variance of ≤10% between assigned and completed workload during the evaluation period.

• Report Timeliness & Accuracy
  Maintain 98%-100% accuracy and on-time submission of all required reports, case updates, and tracking documentation.

• Escalation Resolution
  Resolve 100% of escalated matters within 18 hours of assignment while maintaining proper documentation and communication.

• Attorney Review Readiness
  Maintain ≥88% of case files submitted for attorney review meeting quality and completeness standards on first submission.

Work Environment

• Remote role based out of one of our required U.S. office locations.

• A combination of in-person meetings and remote work. 

• Occasional travel is required for stakeholder engagement, community events, and conferences.

• Collaborative, mission-driven culture with a fast-paced startup dynamic.

Salary and Benefits

• Salary: $ 14

• Benefits:

  • Paid Time Off

  • Mental Health Days

  • Office Holidays

  • Wellbeing Support

Application Process

You may apply to our career page: https://alonsoandalonsolaw.wd503.myworkdayjobs.com/Alonso

Physical Demands

This position primarily involves sedentary work, requiring the ability to sit for extended periods while using a computer, phone, and other office equipment. Must handle typing and data entry tasks efficiently.

 Equal Opportunity Employment Statement

Alonso & Alonso attorneys at law is an equal opportunity employer and is committed to building a diverse and inclusive organization. We prohibit discrimination and harassment of any kind based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, age, or any other protected characteristic.

Non‑Attorney Role Disclosure & Limitations of Duties

This position is not an attorney role. The individual hired for this position is not licensed to practice law and may not provide legal advice or legal representation under any circumstances.

The employee must strictly adhere to the following limitations and, when appropriate, escalate matters to a licensed attorney.

Non‑Attorney Staff MAY:

• Provide administrative and clerical support.

• Communicate factual case status updates as directed by an attorney.

• Collect documents and information from clients.

• Assist in drafting forms and documents under the attorney's supervision.

• Relay attorney-approved information to clients.

• Schedule appointments and manage case files.

• Provide government filing instructions that are procedural in nature (e.g., where to mail documents, required supporting documents as directed by an attorney).

Non‑Attorney Staff MAY NOT:

Under no circumstances may non‑attorney staff:

• Provide legal advice or legal opinions.

• Interpret immigration laws, regulations, or policies for clients.

• Advise a client on which immigration benefit, strategy, or form to pursue.

• Advise whether a client qualifies for any immigration benefit.

• Assess eligibility, admissibility, or risk.

• Recommend legal strategies or outcomes.

• Advise on the consequences of criminal history, prior immigration violations, or prior denials.

• Sign legal filings on behalf of the firm unless specifically authorized for ministerial purposes.

• Represent clients before USCIS, EOIR, DHS, DOL, or any court.

• Communicate legal analysis to clients.

• Negotiate with government agencies on legal matters.

• Answer legal questions, even if the staff member believes they know the answer.

• Translate or explain legal advice independently of an attorney.

Mandatory Escalation to Attorney

The employee must immediately escalate the matter to a licensed attorney if:

• A client asks a legal question.

• A client asks whether they “qualify” or “should apply.”

• A client asks about risks, timelines with legal implications, or the likelihood of success.

• A case involves criminal history, prior removal, unlawful presence, fraud/misrepresentation, prior denials, or complex facts.

• A client requests interpretation of a Request for Evidence (RFE), Notice of Intent to Deny (NOID), or other government notice.

• A client expresses confusion about previously given legal advice.

• Any situation arises where the staff member is unsure whether the response would constitute legal advice.

When in doubt, escalate to an attorney.

Compliance Statement

Unauthorized practice of law (UPL) is strictly prohibited. Violation of these limitations may result in disciplinary action, up to and including termination of employment.

All non‑attorney staff are required to acknowledge in writing that they understand and agree to comply with these restrictions as a condition of employment.

Non‑Attorney Role Disclosure & Limitations of Duties

This position is not an attorney role. The individual hired for this position is not licensed to practice law and may not provide legal advice or legal representation under any circumstances.

The employee must strictly adhere to the following limitations and, when appropriate, escalate matters to a licensed attorney.

Non‑Attorney Staff MAY:

• Provide administrative and clerical support.

• Communicate factual case status updates as directed by an attorney.

• Collect documents and information from clients.

• Assist in drafting forms and documents under the attorney's supervision.

• Relay attorney-approved information to clients.

• Schedule appointments and manage case files.

• Provide government filing instructions that are procedural in nature (e.g., where to mail documents, required supporting documents as directed by an attorney).

Non‑Attorney Staff MAY NOT:

Under no circumstances may non‑attorney staff:

• Provide legal advice or legal opinions.

• Interpret immigration laws, regulations, or policies for clients.

• Advise a client on which immigration benefit, strategy, or form to pursue.

• Advise whether a client qualifies for any immigration benefit.

• Assess eligibility, admissibility, or risk.

• Recommend legal strategies or outcomes.

• Advise on the consequences of criminal history, prior immigration violations, or prior denials.

• Sign legal filings on behalf of the firm unless specifically authorized for ministerial purposes.

• Represent clients before USCIS, EOIR, DHS, DOL, or any court.

• Communicate legal analysis to clients.

• Negotiate with government agencies on legal matters.

• Answer legal questions, even if the staff member believes they know the answer.

• Translate or explain legal advice independently of an attorney.

Mandatory Escalation to Attorney

The employee must immediately escalate the matter to a licensed attorney if:

• A client asks a legal question.

• A client asks whether they “qualify” or “should apply.”

• A client asks about risks, timelines with legal implications, or the likelihood of success.

• A case involves criminal history, prior removal, unlawful presence, fraud/misrepresentation, prior denials, or complex facts.

• A client requests interpretation of a Request for Evidence (RFE), Notice of Intent to Deny (NOID), or other government notice.

• A client expresses confusion about previously given legal advice.

• Any situation arises where the staff member is unsure whether the response would constitute legal advice.

When in doubt, escalate to an attorney.

Compliance Statement

Unauthorized practice of law (UPL) is strictly prohibited. Violation of these limitations may result in disciplinary action, up to and including termination of employment.

All non‑attorney staff are required to acknowledge in writing that they understand and agree to comply with these restrictions as a condition of employment.