Chief Human Resources Officer

Barnes & Thornburg LLP•Indianapolis, IN

2d•Onsite

About The Position

Under the direct supervision of the Chief Operating Officer, and in accordance with established Firm policies and procedures, the Chief Human Resources Officer (CHRO) provides strategic oversight and leadership for all functions of Human Resources, including business professional recruiting, performance management, compensation and benefits, employee relations, HRIS, policy development and compliance. The CHRO leads and manages the HR department team and works in close partnership with the Chief of Staff and other C-suite leaders on strategic initiatives that advance the Firm’s goals.

Requirements

A BS/BA degree in Human Resources Management, Business, or a related field of study.
15 + years of progressive HR experience, with at least five years of executive HR leadership experience in a multi-state or global organization.
Experience across multiple functional areas of Human Resources (recruiting, compensation, benefits, employee relations, training and development, performance management) sufficient to effectively lead and develop a team of functional leaders.
Strong experience leading and managing a multi-layer team with demonstrated ability to develop talent and build organizational capability.
Excellent verbal, written, and presentation communication skills.
Strong conflict resolution, change management, analytical, and problem-solving skills.
Thorough knowledge of federal, state, and local labor and employment laws and regulations.
Knowledge of and experience with varied human resource information systems, human capital management systems, applicant tracking systems, and performance management systems.
Proficient with Microsoft Office applications (Word, Excel, PowerPoint, Outlook, and Teams).
Ability to organize and prioritize key performance objectives and daily leadership duties.
Strong interpersonal skills necessary to communicate effectively with attorneys, business professionals, and clients, providing information with courtesy and tact while safeguarding confidentiality.

Nice To Haves

MBA or MA/MS in human resources or a related field preferred.
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.
Experience working in a law firm or professional services organization preferred.

Responsibilities

Develop and execute the Firm’s HR strategy in alignment with the overall strategic direction of the organization, serving as a strategic HR business advisor to the Chief of Staff, Chief Operating Officer and other C-suite leaders on enterprise-wide initiatives, workforce planning, and organizational matters.
Lead, develop, and manage the HR department team; foster a high-performing, collaborative team culture; and manage the department’s annual operating budget to ensure effective allocation of resources.
Oversee business professional performance management, including the annual review processes, offers of employment, and separations in partnership with appropriate managers, C-suite leaders and legal counsel as needed. Oversee the separation process for non-partner legal talent in coordination with the CLPO.
Develop and implement a comprehensive total rewards strategy for business professionals, including compensation and benefits plan design, administration, vendor management, benchmarking, internal equity analysis, merit increases, wellness initiatives, and leave of absence programs.
Provide strategic oversight of the Firm’s HR information systems, including system selection, vendor relationship management, security, integrations, upgrades, data reporting and analytics capabilities.
Develop and update Firm workforce policies and business professional job descriptions in partnership with the Firm’s General Counsel, Chief of Staff and appropriate C-Suite leaders, recommending revisions as needed to align with business needs, market standards, best practices, and legal requirements.
Ensure compliance with applicable federal, state, and local employment laws and regulations; oversee required regulatory reporting, HR data analytics, and annual training requirements; respond to EEOC, ADA, workers’ compensation, and unemployment claims; and partner with the Firm’s General Counsel and Labor Counsel on employment matters as needed.
Other duties as assigned.