Human Resources Manager (Law Firm)

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Job description

KJM Staffing Solutions has a great opportunity for an experienced law firm Human Resources Manager in our top ranked large law firm client's DC office. This opportunity offers a high base, bonus and excellent growth potential in a major law firm.

Responsibilities:

• HR Planning and Execution:
  • Develops, aligns and executes HR programs and initiatives in support of business plans; manages, measures progress and drives projects to successful completion.
  • Translates geographic and functional strategy and business and operational priorities into a people strategy.
  • Consults on goals and goal alignment for assigned businesses. Ensures consistency and alignment of HR initiatives.
  • Local point of contact for HR related questions or concerns, partnering with HR Operations and Benefits and the DC Office leaders as needed.
• Organizational Development and Design:
  • Supports the development and execution of programs for the assigned business.
  • Coaches leaders to examine and organize teams to produce the best and most efficient and cost-effective work. Advises and coaches leaders and managers on the HR implications of business decisions, providing an objective perspective and appropriately challenging business decisions. P
  • Partners with the assigned business to integrate existing workforce plans and staffing strategy when considering openings.
• Coaching:
  • Coaches leaders at all levels on manager effectiveness.
• Performance Management:
  • Advises and coaches leaders on sensitive performance and compensation related matters.
  • Prepares Officers to present results of Performance Management Cycle to Chief Operating Officer.
• Succession Planning & Talent Review:
  • Interviews and engages with leaders to identify top talent in their organizations, as well as critical positions, successors and single points of failure. Develops recommendations and plans accordingly.
  • Prepares Officers to present results to Chief Operating Officer.
• Employee Relations:
  • Investigates, manages, and reports on employee relations issues for the assigned business and/or local office. Presents findings and recommendations to Chief Talent Officer.
• Compensation & Benefits:
  • Supports the transactional elements of compensation projects.
  • Partners with Compensation to review trends, surface issues and resource problems.
  • Works with Compensation and the business on job evaluations, determining the appropriate course of action and understanding and communicating the business perspective.
• Change Management:
  • Supports change management project deliverables and engages in implementation of resulting interventions. May implement/integrate change initiatives across offices. Supports the communication of related changes.
• Data & Analytics:
  • Utilizes supporting data and analytics when making key talent and workforce decisions (compensation cycles, talent reviews, leader and associate retention, succession, etc.)
• Talent Acquisition:
  • Partners with the Talent Acquisition team to strategize in finding top talent for assigned business units; consults on compensation recommendations

Qualifications:

• A or BS required; MA or MS in OD, HR, I/O Psychology, or MBA preferred.
• SHRM or HRCI certification preferred.
• At least 3 years of manager-level HR experience required.
• Experience as an HR Business Partner in a law firm or professional services organization preferred.
• Uses a data-driven approach to HR; ability to guide leaders using data and analytics.
• Demonstrated success in partnering with business managers in developing, aligning and executing HR programs and initiatives that support business unit plans.
• Success in coaching managers and leaders at different levels of experience.
• Understands the tools, processes and strategy needed to execute a performance management process.
• Excellent judgment and strategic thinker with strong project management and process implementation skills.
• Superior communication skills, including strong writing skills, with particular attention to detail. Ability to effectively present HR-related topics to various audiences.
• Ability to work under pressure while maintaining a sense of humor.