Human Resources Director

The Human Resources Director will lead the entire HR function from recruiting support staff, staff and attorney onboarding, employee relations, and performance management. This position is a pivotal role, heavily involved in the day-to-day operations of HR while also strategizing for the future.

Duties of this position include, but are not limited to:

Recruitment and Staffing:

• Develop and implement recruitment strategies that attract top talent.
• Post open positions, conduct job interviews and oversee the hiring process.
• Manage, develop, and maintain the onboarding process for all new hires (support staff and attorneys), in collaboration with the directors/managers of Information Technology (IT), Financial Services Department (FSD), Marketing, Facilities Management and supervisors.
• Staff resource management for current and future needs, in collaboration with attorneys/supervisors.
• Conduct background checks for all new hires, in accordance with applicable laws.

Employee Relations and Communication:

• Handle employee grievance and dispute in-take.
• Mediate conflicts between employees and/or management.
• Promote a positive and inclusive work culture.
• Develop and lead diversity, equity, and inclusion initiatives.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Facilitate effective communication between employees and supervisors.
• Respond to and process employee inquiries in a timely manner.

Performance Management:

• Develop and oversee performance appraisal process.
• Provide guidance and support to managers on performance management concerns.
• Identify improvement opportunities and training needs for employee development.
• Assist attorneys/managers in addressing performance concerns and implementing improvement plans as needed.

Compensation, Benefits and Payroll:

• Analyze trends in compensation and benefits, update benefit offerings as needed, in collaboration with the firm’s broker and CFO.
• Research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Administer employee benefits and process employee changes in a timely manner.
• Lead and implement open enrollment, annually, in collaboration with the firm’s broker.
• Handle compliance with leave and benefit laws, including notice and reporting requirements (FMLA, COBRA, ACA, ADA, etc.).
• Handle retirement plan administration in collaboration with Director of FSD.
• Review time records daily, and process adjustment requests. Review and approve complete time records bi-weekly to ensure complete records are ready for payroll processing.
• Review completed bi-weekly payroll, for accuracy, in collaboration with the FSD Manager.
• Manage and develop HR vendor relationships.

Training and Development:

• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Monitor and evaluate the effectiveness of training programs.
• Encourage continuous learning and professional development among staff.

HR Policies and Legal Compliance:

• Develop and implement HR policies and procedures (employee handbook) for Executive Committee review and approval.
• Ensure compliance with labor laws, regulations, and company policies, staying abreast of changes and industry trends.
• Conduct audits and assessments to ensure HR compliance.
• Engage internal legal counsel, as needed, to address compliance issues.

HR Information Systems (HRIS) Management:

• Oversee the implementation and maintenance of HRIS systems, in collaboration with the CFO.
• Ensure data accuracy and integrity within the HRIS databases.
• Generate reports and analyze HR metrics to assist with decision-making.
• Train staff on HRIS usage and troubleshoot issues as needed.

Employee Engagement and Retention:

• Develop strategies to continually build employee engagement and retention.
• Conduct employee satisfaction surveys and analyze results.
• Implement initiatives to enhance workplace culture and morale, in collaboration with the fun committee.
• Identify opportunities to recognize achievements and contributions of attorneys and staff.

Strategic Planning:

• Partner with the Executive Committee to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Collaborate with the Executive Committee to address HR-related challenges and opportunities.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficient with or the ability to quickly learn the organizations HRIS,talent management systems, and other software.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred. In lieu of a degree, direct experience in a human resources management role may be taken into consideration.
• A minimum of three years of human resource management experience preferred.
• SHRM-CP or SHRM-SCP highly desired.

Physical Requirements:

• Prolonged periods at a desk working on a computer.
• Ability to lift fifteen pounds.
• Ability to maneuver through the firm’s office premises.