Human Resources Manager

Position Summary

The Human Resources Manager serves as the firm's primary HR professional, responsible for developing and implementing people strategies that support a high-performing, inclusive, and legally compliant workplace. Reporting to the Chief Administrative Officer, this individual will partner closely with firm leadership, practice group chairs, and department heads to attract top talent, drive employee engagement, and ensure consistent application of HR policies across all levels of the firm — from associates and paralegals to administrative and support staff.

Key Responsibilities

Talent Acquisition & Onboarding

• Manage full-cycle recruitment for attorney, paralegal, and professional staff positions, including job postings, candidate screening, interviewing coordination, and offer negotiation.
• Partner with practice group leaders to forecast staffing needs and develop targeted sourcing strategies for specialized legal talent.
• Design and continuously improve a structured onboarding program that accelerates new-hire productivity and cultural integration.
• Maintain relationships with law school career services offices, legal staffing agencies, and relevant professional associations.

Employee Relations & Culture

• Serve as a trusted resource for employees and managers on workplace issues, performance concerns, and conflict resolution.
• Conduct thorough, impartial investigations into employee complaints, policy violations, and workplace misconduct allegations.
• Champion a respectful, inclusive work environment in line with the firm's values and commitment to diversity, equity, and inclusion (DEI).
• Develop and facilitate manager training on topics including feedback delivery, documentation, and team effectiveness.

Performance Management

• Administer the firm-wide performance review cycle, including goal-setting frameworks, mid-year check-ins, and year-end evaluations.
• Support managers in delivering constructive feedback and creating meaningful development plans for all staff levels.
• Advise on performance improvement plans (PIPs), progressive discipline, and, when necessary, separation processes.

Compensation & Benefits

• Partner with leadership to conduct regular compensation benchmarking and ensure the firm remains competitive within the legal market.
• Oversee the administration of employee benefits programs (health, dental, vision, 401(k), PTO, etc.), open enrollment, and vendor relationships.
• Provide guidance on exempt/non-exempt classifications, overtime compliance, and equitable pay practices under applicable law.

HR Compliance & Policy

• Ensure firm-wide compliance with federal, state, and local employment laws, including FLSA, ADA, FMLA, EEO, and applicable bar association regulations.
• Maintain and update the employee handbook and HR policy library; communicate changes clearly and in a timely manner.
• Manage accurate and confidential employee records in the HRIS; generate reports and analytics for firm leadership as needed.
• Coordinate with outside employment counsel on complex legal matters, audits, or litigation as required.

Training & Development

• Identify firm-wide and role-specific learning needs; source, coordinate, and evaluate training programs and continuing education opportunities.
• Manage the summer associate and law clerk programs in coordination with practice groups, including orientation, evaluation, and feedback collection.
• Support succession planning discussions and career-pathing initiatives for high-potential employees.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum 5 years of progressive HR experience, with at least 2 years in a managerial or senior HR generalist role.
• Demonstrated knowledge of employment law and HR best practices across multiple jurisdictions.
• Experience managing the full employee lifecycle from recruitment through offboarding.
• Strong interpersonal and communication skills, with the ability to build trust at all levels of the organization.
• High level of discretion and professional judgment when handling sensitive or confidential matters.
• Proficiency with HRIS platforms (e.g., iSolved, etc.) and Microsoft Office Suite.

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred.
• Prior HR experience in a law firm, professional services, or partnership-driven environment.
• Familiarity with legal industry compensation structures, billable hour norms, and attorney performance metrics.
• Experience supporting DEI initiatives and Employee Resource Group programs.
• Exposure to HR analytics tools and data-driven decision-making in a people operations context.

Core Competencies

Candidates will be evaluated against the following competencies:

Business Acumen

Conflict Resolution

Coaching & Advising

Cultural Sensitivity & DEI

Employment Law Expertise

Data-Driven Decision Making

Relationship Building

Organizational Agility

Working Conditions

• Standard office hours Monday through Friday; occasional evening or weekend availability required during peak periods (e.g., open enrollment, year-end reviews, associate class onboarding).
• This position involves sitting for extended periods and regular use of computer equipment.
• Travel between firm office locations may be required on occasion.

Equal Opportunity Statement

[Firm Name] is an Equal Opportunity Employer. We are committed to creating a diverse and inclusive workplace and do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected characteristic under applicable law. All qualified applicants will receive consideration for employment.

To apply, submit your resume and cover letter to Priyanka Spencer, [email protected]. Applications will be reviewed on a rolling basis.