Paralegal Trainer

Paralegal Trainer

About The Husband & Wife Law Team

For nearly 30 years,
The Husband & Wife Law Team has represented individuals and families whose lives were changed by serious injury. Our work is built on experience, integrity, and results — and on treating clients and colleagues with respect and care.

We are a family-founded firm with a strong reputation in the community and a clear mission:

To thoughtfully guide people through adversity to their best possible outcome.

We take our work seriously and believe professionalism and humanity can — and should — coexist. You’ll find a team that values excellence, collaboration, and a supportive workplace where people choose to build long-term careers.

This is a hybrid role requiring a minimum of 3 days in-office. The Paralegal Trainer reports to the Manager of Legal Training and is responsible for leading and coordinating new paralegal onboarding and early-stage development
, ensuring newly hired or newly promoted paralegals build competency, confidence, and consistency in core processes. The Paralegal Trainer follows each new paralegal through their first 90 days
, providing structured guidance, training, feedback, testing, and skills validation to ensure the team member has mastered essential concepts and can perform independently at the expected quality and efficiency standards.

While the paralegal’s direct reporting line remains with the POD Manager
, the Paralegal Trainer serves as the training liaison
, partnering closely with POD leadership to ensure onboarding progress is tracked, performance gaps are identified early, and training reinforcement is consistent and aligned with firm standards. The Paralegal Trainer also coordinates with the Litigation Trainer to ensure litigation workflows are properly trained, tested, demonstrated, and reinforced in accordance with current processes.

Success in this role is dependent on delivering structured onboarding that produces job-ready paralegals
, reduces ramp time, strengthens quality and consistency, and supports client outcomes and team retention.

• Own the new paralegal onboarding program
  , including training schedules, curriculum delivery, and 30/60/90-day progression milestones.
• Provide ongoing coaching and support to new paralegals during the first 90 days
  , including guidance on:
  • process execution and documentation expectations
  • prioritization and workflow management
  • client experience and professionalism standards
• Deliver and administer testing and practical application to validate mastery of essential concepts and identify training gaps early.
• Provide timely, clear feedback and reinforce expectations in a way that supports confidence and accountability.
• Maintain accurate documentation of onboarding progress for each paralegal, including:
  • training completion and milestones
  • testing/practical results
  • coaching notes and action plans
  • readiness indicators and improvement areas
• Serve as a liaison between new paralegals and POD Managers
  , ensuring:
  • training progress is visible and aligned to POD needs
  • performance concerns are escalated early with recommendations
  • development actions are supported through consistent reinforcement
• Coordinate with the Litigation Trainer to ensure litigation workflows are trained consistently and validated through demonstration and testing.
• Partner with the Manager of Legal Training, POD leadership, and paralegal leadership to continuously improve onboarding content and methods without sacrificing morale, engagement, or culture.
• Identify recurring onboarding challenges and recommend improvements to training content, job aids, or processes based on trends.

• New paralegals complete 30/60/90-day onboarding milestones on schedule with documented progress.
• Demonstrated competency through:
  • testing results / practical application performance
  • improved quality audit outcomes and reduced errors over the 90-day period
  • consistent adherence to process and documentation standards
• Improved ramp time and early performance indicators:
  • fewer escalations tied to training gaps
  • improved workflow consistency and task ownership
  • stronger early client experience signals (as…