Chief Talent & Inclusion Officer
About The Position
The Chief Talent & Inclusion Officer (CTIO) is a member of the Firm’s executive management team and its senior-most leader responsible for a unified talent strategy spanning Recruitment and Professional Development, Human Resources, and Diversity and Inclusion. Reporting to the Chief Operating Officer, the CTIO sets the vision and strategic direction for an integrated talent function that supports the Firm’s growth strategy, business objectives, and core values. The role aligns talent priorities across attorneys and business professionals, strengthens accountability and coordination among talent functions, and preserves the Firm’s collaborative, relationship-driven culture while leading organizational change. The CTIO advises Firm leadership on talent strategy and oversees the strategic integration of Human Resources, Recruiting, Professional Development, and Diversity, Equity and Inclusion. The role develops multi-year talent strategy; advances recruiting, leadership development, career growth, retention, inclusion, and succession; and uses talent data, technology, analytics, and workforce trends to inform decisions. The CTIO also oversees departmental budgets, leads the teams responsible for these functions, and collaborates with Marketing and Business Development on employer branding, talent positioning, and client-facing inclusion initiatives. The position requires a bachelor’s degree and at least 12 years of progressive leadership experience, including at least five years leading multiple functions at a senior or executive level. Experience in an Am Law firm is strongly preferred, as is an MBA, J.D., or advanced degree in a related field. The position is based in a professional office environment and may involve occasional off-hour work, meetings, events, and periodic travel to Firm offices and industry events. Compensation varies by location, and a discretionary performance bonus may be available.
Requirements
- Bachelor’s degree required.
- At least 12 years of progressive leadership experience in human resources, talent management, legal talent, recruiting, professional development, organizational effectiveness, or management leadership.
- At least five years leading multiple functions at a senior or executive level.
- Deep understanding of large law firm business models, including partnership structures, associate development tracks, compensation models, and lateral attorney markets.
- Strong working knowledge of employment law, compensation strategy, and workforce compliance across multi-state operations.
- Expertise across the talent lifecycle for timekeepers and business professionals, including recruitment, development, engagement, retention, and succession.
- Expertise in designing and advancing diversity, equity, and inclusion initiatives to develop and maintain an inclusive work environment.
- Ability to connect talent strategies with Firm-wide business goals and market challenges.
- Ability to understand and use data to derive insights and influence decisions.
- Strong coaching skills and ability to build teams and collaborate to achieve Firm goals.
- Knowledge of high-performing cultures, leadership pipelines, and workforce planning.
- Expertise in organizational design and change management in professional-services environments.
- Executive leadership presence and ability to advise executives, firm management, professionals, and business leaders, including navigating complex, sensitive, high-stakes decisions.
- Ability to sit, stand, and/or walk for extended periods; manipulate weights of at least 10 pounds; perform repetitive wrist, hand, and finger movements using a computer or related office equipment; speak clearly and concisely; and regularly understand another person’s speech.
Nice To Haves
- MBA, J.D., or advanced degree in human resources, organizational development, or a related field.
- Experience within an Am Law firm; significant law firm experience combined with leadership in a similarly structured professional-services or partnership environment is also highly relevant.
- Experience responding to client diversity questionnaires, RFP scorecards, or law firm talent surveys.
- SHRM, HRCI, or equivalent professional certification.
Responsibilities
- Advise Firm leadership on talent strategy, recruiting, development, inclusion, organizational effectiveness, compensation, and benefits.
- Oversee the strategic integration and direction of Human Resources, Recruiting, Professional Development, and Diversity, Equity and Inclusion.
- Develop and execute a comprehensive, multi-year talent strategy that advances Firm priorities, growth objectives, and culture.
- Elevate attorney and lateral recruiting as a strategic capability aligned with practice group and Firm growth priorities.
- Ensure employment-law compliance and consistency in talent policies, practices, and processes across the Firm.
- Facilitate discussions about talent capabilities and needs, resource allocation, growth readiness, succession planning, risks, and opportunities.
- Establish governance, accountability, and measures across Human Resources, Recruiting and Professional Development, and Diversity, Equity and Inclusion.
- Advance leadership development, career growth, retention, and business continuity programs for attorneys and business professionals.
- Embed diversity and inclusion in recruiting, development, advancement, retention, and employee-experience initiatives.
- Use talent data, technology, analytics, and workforce trends to inform strategy and improve decision-making.
- Advance educational, training, and development programs supporting the Firm’s “Our Diverse Workforce” core value.
- Incorporate practice-area growth, legal-market trends, workforce capacity, service-delivery needs, and emerging workforce dynamics into talent strategy.
- Lead change initiatives that strengthen employee experience while preserving the Firm’s collaborative, relationship-driven culture.
- Collaborate with Marketing and Business Development on employer branding, talent-market positioning, and client-facing diversity and inclusion initiatives.
- Oversee departmental budgets and align resources with strategic priorities and Firm objectives.
- Perform additional duties and tasks assigned in support of the Firm’s objectives.
- Lead Human Resources, Recruiting and Professional Development, and Diversity and Inclusion teams, fostering a collaborative, accountable, high-performing culture.
- Organize team scheduling, workload distribution, and productivity; provide performance feedback and evaluations; coach, develop, and train team members.
- Review and approve direct reports’ timecards and vacation requests, manage daily responsibilities, and address employee discipline or termination in accordance with policy and legal guidelines.
- Promote an inclusive, client-centric work environment and recognize strong performance, teamwork, professionalism, and responsiveness.
Benefits
- Medical insurance
- Dental insurance
- Vision insurance
- Life insurance
- AD&D insurance
- Employee Assistance Program (EAP)
- Short-term disability insurance
- Long-term disability insurance
- Voluntary supplemental life, accident, critical illness, and long-term care insurance
- 401(k) retirement plan with company match
- Robust wellness program
- Generous PTO and holiday pay for eligible employees
- Educational assistance programs may be available
- Free or discounted legal services may be available
- Volunteer opportunities through the Holland & Hart Foundation
- A discretionary performance-based bonus may be available
- 37.5-hour scheduled work week for most staff employees
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What This Job Offers
Job Type
Full-time
Career Level
Executive
