Human Resources Manager

Essential Duties and Responsibilities:
Essential duties are those that an individual must be able to perform with or without reasonable accommodation.

1. In conjunction with firm leadership, develops and implements the Human Capital & Talent strategy for the relevant office works collaboratively with key stakeholders to ensure alignment with business objectives
2. Provides HR advice and guidance to stakeholders on a range of complex HR matters including employee relations and performance management
3. Provides advice and guidance to stakeholders on firm policies, procedures, and best practice ensures compliance with firm policies and procedures and laws and regulations as required
4. Ensures successful implementation of strategic Human Capital & Talent initiatives
5. Oversees the implementation of Human Capital & Talent operational projects, provides advice and guidance where necessary to ensure projects are delivered successfully and by required deadlines
6. Works closely with Staff Development & Training to identify training opportunities for the office helps design and conduct training and development programs and supports the development, implementation, and assessment of on-going training programs
7. Works closely with recruiting and global mobility efforts for designated offices working closely with Business Services Recruiting and Attorney Recruiting and Development resolves complex operational and employee lifecycle matters escalated by members of the Human Resources team as appropriate acts as a positive role model to Human Resources team members to encourage a collaborative and inspirational work environment focuses and assists staff members in their professional and career development endeavors
8. Makes recommendations to the Director of Administration regarding all functions of the office
9. Acts as primary resource for the office regarding creative and effective use of staff resources researches and provides continuous improvement strategies for the office uses expertise in change management principles to achieve buy-in to new ideas from all stakeholders and implement change
10. Analyzes workforce metrics (e.g., retention, attrition, engagement etc.) and identifies how the office compares to firm, industry, and local market benchmarks sets goals for improvement and designs programs to meet them
11. Acts as lead resource in the office for human resources questions, issues, initiatives, programs, and processes provides guidance and direction to department managers with regards to employee development and relations issues including hiring, training, counseling, coaching, and disciplining employees
12. Promotes and oversees local and global Well-Being & Benefits and Inclusion, Opportunity & Community programs
13. Oversees and leads the performance review process within timeframes works with stakeholders and the Global Compensation team to ensure accurate benchmarking and a fair and equitable review process.
14. Counsels staff who are not meeting firm standards and works with appropriate manager to create plans for improvement makes recommendations with respect to employee terminations
15. Develops and maintains strong, interactive relationships with global departments and firm leadership as well as members of firm committees, including but not limited to, the Office Managing Partner, Director of Administration, all office managers and supervisors, and members of the local associates and paralegal committees ensures global initiatives are implemented successfully within relevant offices
16. Completes projects on various issues when needed
17. Generates performance evaluations and recommends salary increases, working with Human Capital & Talent to recruit, hire, train, coach, and manage the performance of employees
18. Liaises with local labor/employment counsel as necessary.
19. Promotes effective work practices, works as a team member, and shows respect for co-workers

Position Specifications

Education

• Bachelor's degree required focus in human resources or related field preferred
• Four years experience may be considered in lieu of a degree

Work Experience

• A minimum of six years progressively responsible human resources experience with some supervision of people required
• A minimum of four years experience implementing and administering human resources policies and procedures preferred

Knowledge, Skills & Abilities

• Ability to understand and apply federal, state, and local employment laws or court precedents including but not limited to: OSHA, ADA, FLSA, EEO, ADEA, and FMLA
• Comprehensive knowledge of traditional human resources functions
• Excellent leadership skills and the demonstrated ability to lead a team (i.e. organizing, planning, problem-solving and decision-making) necessary for effective management
• Ability to use independent judgment and discretion when making decisions
• Well-developed and professional interpersonal skills ability to interact effectively with people at all organizational levels of the firm
• Ability to work in a team environment with a customer service focus
• Strong communication skills, both written and verbal
• Ability to handle confidential and sensitive information with the appropriate discretion
• Strong analytical skills with minimal supervision needed
• Organizational skills to manage time well, prioritize effectively, and handle multiple deadlines
• Ability to develop strong knowledge of firm policies and procedures
• Knowledge and proficiency in PC applications, including MS Office, and other programs necessary to complete thorough analyses and reports
• Knowledge in HRIS including PeopleSoft and Kronos Timekeeper

Additional Requirements:

. Occasional travel may be required

Physical Demands:

. Extensive time using a computer including use of a PC keyboard and mouse or similar data input devices is required