This role can reside in New York or Washington D.C. - - This is a regional role. - - Travel will be required.
The Senior Human Resources Manager – East Region provides Human Resources leadership in the New York, Washington DC and Charlotte offices. This role is a key leadership position in both the offices and the HR Department. This position is recognized as a strong support role and advisor to the Regional Director of Administration and the Director of Human Resources and provides thought leadership in executing the HR strategy in the local offices. The role sets objective for the office HR teams and promotes a collaborative and positive work environment.
- Collaborating with the Talent Acquisition team, oversee local office aspects of staff recruiting including partnering closely with local hiring managers on identifying the business needs and advising on candidate selection
- Suggest and support improvements to the entire recruitment process
- Host in-house recruitment events as appropriate
- Employment Lifecycle
- Oversee and approve all regional payroll memos and reports for the following: new hires, terminations, salary increases, promotions, leaves of absence, change in employment status, office locations, etc.
- Oversee office human resources related payroll functions to ensure all employees are processed appropriately
- Manage the preparation of benefit term paperwork for continuation of benefits for all exiting legal and non-legal personnel; conduct non-legal staff exit interviews, explain benefit options
- Enter exit interview information into online system
- Lead employee engagement efforts for each of the three offices, responsible for the development, implementation, and ongoing management of employee engagement initiatives including the onboarding experience, recognition programs, and professional staff learning and development
- Uses results from the firmwide engagement survey to develop and drive local office engagement plans.Proactively analyzes office trends and metrics to development plans to increase overall employee engagement and retention
- Acts as a positive leader in the offices, further developing a positive culture by building on office traditions and celebrations that are consistent across the firm and offices, yet celebrate each local office’s uniqueness
- Collaborates with cross-functional teams to identify and implement regular enhancements to engagement programs as part of continuous improvement efforts
- Provide counsel to attorneys, staff, and managers on various human resource-related issues; review counseling documentation prepared by staff managers; manage performance disciplinary process; prepare written summaries of counseling sessions; conduct terminations as required, in collaboration with employee relations resources in the firm and counsel to mitigate risk
- Work closely with the firmwide HR manager overseeing employee relations on all performance management matters keeping the Regional Director of Administration and the Director of Human Resources apprised throughout the process
- Ensure HR staff addresses employees’ requests and grievances in a timely manner
- Remain current on federal and state and local legislation which impacts human resources functions. Collaborate with labor counsel as needed
- Interpret HR policies and procedures
- Identify and recommend policy updates working closely with HR Director and Director of Administration to develop new policies as necessary
- Create, update, and evaluate professional staff job descriptions and ensure they are in compliance with EEO guidelines
- Maintain HR procedures that comply with labor regulations
- Work closely with the Benefits team on all FMLA, leaves of absence, and worker’s compensation situations. Provide guidance to supervisors throughout the process
- Oversee the ergonomic correctness of legal and non-legal staff work stations
- Oversee the health club membership benefits
- Identify opportunities and work closely with the Benefits team to enhance policies and practices that promote a healthy work environment
- Work closely with the Benefits team on Wellness initiatives
Performance Management and compensation
- Oversee the performance management evaluation process for each offices including reviewing all completed evaluations for content and consistency; analyze overall ratings and identify potential problems; review salary recommendations and suggest changes as needed; counsel evaluators as needed; oversee the 90-day evaluation process, including HR 90-day meeting
- Evaluate position description questionnaire and working closely with the Compensation and Performance Management team, determine if employees are in the correct salary grade with accurate job descriptions
- Prepare office HR Department budgets; notify Benefits & Operations Manager of variances; interact with Accounting and Benefits & Operations Manager on resolution of incorrectly coded expenses
- Monitor HR metrics (e.g. turnover rates and cost-per-hire)
- Review departmental budgets
Local Office HR Management
- Provide training to managers and supervisors on human resources matters, including conducting training for new or newly promoted managers and supervisors
- Discuss and advise supervisors on career development paths for their teams
- Organize learning and development programs for the office professional staff
- Manage the planning and coordination of HR-sponsored special events, including educational seminars, volunteer program, Health Fair, Staff Appreciation Week, etc.
- Lead and participate in firm-wide projects, focus on staff training and development, employee recognition, employee engagement, performance evaluation and management, and recruiting
Local HR Team Management
- Supervise and develop Human Resources staff in the regional; promote career mapping, professional growth, and cross-training
- Set objectives for the HR team in the region and guide them through the process
QUALIFICATIONS (Must be specifically listed on resume in order to be considered for this position)
- Bachelor’s Degree required
- Ten plus years’ human resources manager experience in a professional environment required
- PHR, SPHR, SHRM-CP or SHRM-SCP certification a plus.
- In-depth knowledge of state and federal law.
- Ability to solve problems by gathering facts and applying general procedures
- Ability to evaluate situations in a professional, objective manner
- Ability to follow-up on detailed information
- Must exhibit discretion and judgment with regards to personnel issues.
- Ability to organize and prioritize numerous tasks and complete them under time constraints.
- Strong interpersonal skills and ability to communicate with a diverse group of attorneys, staff and clients and provide appropriately provide information with tact while safeguarding confidentiality.
- Strong written and verbal communication skills.
- Excels in conflict resolution.
- Ability to use database software, spreadsheet, and word processing software and equipment to complete analysis and reports.
Clearance of Firm standard background checks is required. We value diversity in our workplace. EOE/Minorities/Females/Vets/Disabled
Job Type: Full-time
- Human Resources: 1 year (Preferred)
- Paid time off
- Parental leave
- Health insurance
- Dental insurance
- Healthcare spending or reimbursement accounts such as HSAs or FSAs
- Other types of insurance
- Retirement benefits or accounts
- Child Care benefits
- Gym memberships or discounts
- Commuting/travel assistance
- Employee discounts
- Workplace perks such as food/coffee and flexible work schedules