Human Resources Manager

November 25, 2019

Offices

The Human Resources Manager is responsible for providing advice on both a strategic and tactical level for a variety of human resource matters. Responsibilities include planning, management, and administration of day-to-day human resources operations, including employee relations, talent acquisition, talent and performance management, learning and development, and diversity and inclusion. The HR Manager serves as an internal consultant, regularly assessing and anticipating HR-related needs and proposing, developing and implementing integrated solutions for internal clients. The HR Manager reports to the Director of Human Resources.

Responsibilities

General Human Resources
  • Provides HR support and consultation to the business on complex challenges to attorneys, management and employees and develops practical business minded solutions.
  • Communicates, administers and interprets HR policies and procedures to all partners and employees; provides HR policy guidance and interpretation.
  • Provides credible employment-related guidance, advice, and support.
  • Manages specific HR projects as well as participating in functional and cross-functional initiatives as assigned.
  • Maintains an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance under HR director’s guidance.May consult with General Counsel as directed.
  • Coaches and develops other members of the HR team.
Employee Relations
  • Manages and resolves complex employee relations issues.
  • Works to develop and promote a feedback culture
  • Supports firm’s management approach and policies, and ensures they are fairly and consistently applied.
  • Advises all levels of management in the areas of HR policy, HR compliance, performance management, problem resolution, discipline and termination.
  • Participates in disciplinary and/or termination meetings with employees.
  • Participates in investigations, makes recommendations and implements corrective action as assigned.
  • Participates in exit interviews and provides analysis as appropriate.
Talent Management
  • Collaborates with Director of Human Resources and Director of Diversity & Inclusion to set and implement recruiting strategy for US business services and paralegal services positions and determine allocation of recruiting resources (direct source, use of social media and other online tools, external recruiters, etc.).
  • Researches recruiting trends and tools and suggest new methodology to HR director.
  • Handles all elements of recruiting process for open positions within assigned office locations and/or functional groups (partnering create job profiles, post positions, source and refer candidates, successfully negotiate offers). Partners and coach hiring managers in scoping roles for hire, developing interview tactics and questions and decision making process.
  • Partners with HR director, department heads and managers to develop strategic staffing plans that effectively optimize talent, address performance gaps and develop performance and culture.
  • Works with managers and employees to improve work relationships, build morale, increase productivity and retention.
  • Works with the HR director and members of the Professional Development (“PD”) team as needed to assist with development and implementation of learning and development programs for business services employees. Focuses on employee engagement and retention strategies to help retain key staff by identifying trends, providing recommendations and implementing new initiatives.
  • Effectively applies performance management to ensure that employees’ level of performance and capabilities meet current and future standards.
  • Coordinates promotions, reduced schedule arrangements, work flow of those on leave, office transfers, etc.
  • Conducts and supports 45-day follow up meetings with newly hired staff, identifies and addresses issues.
Performance and Compensation Administration
  • Drives the annual and/or mid-year evaluation and performance review process for assigned groups.
  • Participates in performance meetings as needed.
  • Reads evaluations to ensure accuracy and substance; ensures feedback accurately reflect performance.
  • Supports compensation administration process, including research of external market data and collaboration with directors and managers to determine salaries and bonuses for business services employees; participate in benchmarking analysis and compensation surveys.
  • Works with HR director to ensure appropriate levelling and remuneration of staff across assigned organizations as needed
  • Works with HR director on recommendations for compensation and bonus awards.
  • Monitors and understands ongoing performance issues.
Secretarial Services
  • Oversees daily legal administrative assistant coverage in the Boston office.
  • Management point of contact for legal administrative assistants in the Boston and New York office.
  • Other projects and duties as may be assigned to fully meet the requirements of the position.

Requirements

  • Bachelor’s degree is strongly preferred; Master’s-level business or HR credentials preferred.
  • 7+ years of experience in employee relations, conflict resolution/mediation or related area in professional services or legal services industry.
  • 2+ year of experience with learning & development including curriculum development and facilitation
  • Hands-on experience conducting ER investigations.
  • Working knowledge of key Federal, State and local employment laws and regulations.
  • Strong business acumen.
  • Display confidence, courage, emotional intelligence, common sense, empathy, and decisiveness in a high pressure, rapidly changing environment.
  • Ability to build trust and relationships at all levels of the organization.
  • Ability to think and act quickly, autonomously, and effectively in a multi-stakeholder, multi-priority environment.
  • Experience incorporating the perspectives of multiple communities in the decision-making process.
  • Willingness to take unpopular stands and question the status quo when necessary.
  • Ability to organize, track, and present quantitative and qualitative data, (strong Excel and PowerPoint skills are important), identify trends, and provide actionable recommendations based on data insights.
  • Proven negotiation, conflict resolution and influencing skills, plus stakeholder and project management skills.
  • Professional demeanor, strong attention to detail, excellent communication and interpersonal skills are essential.
  • Ability to influence, coach and work with partners as well as all levels of management.

Certifications

  • Strongly preferred but not required: PHR, SPHR, SHRM-CP or SHRM-SCP certification.

Other

  • Ability to lift and carry up to 10 lbs.
  • Ability to sit for long periods of time and work at a computer.
  • Ability to walk around office to attend meetings and events.
  • Flexibility to work outside standard business hours as needed.