Director of Human Resources

Baird Holm LLP•Omaha, NE

1d•Hybrid

About The Position

Baird Holm LLP is seeking an experienced and strategic Director of Human Resources to join their leadership team. This role is an exceptional opportunity for a human resources leader who thrives at both the strategic and operational levels. The Director of Human Resources serves as a key advisor to firm leadership while also taking an active role in implementing initiatives, leading change efforts, solving day-to-day employee relations and operational challenges, and building support among stakeholders at all levels of the organization. This is not solely a policy-setting or administrative leadership role; it is a highly engaged position that requires the ability to translate strategy into action and deliver measurable results. As a member of the firm's management team, the Director will help shape the employee experience for attorneys and staff throughout their careers at Baird Holm, from recruitment and onboarding to professional development, engagement, retention, and succession planning. The Director will serve as a trusted advisor to firm leadership, oversee all human resources functions, and help foster a workplace culture where people feel supported, valued, and empowered to do their best work. The role also provides leadership and support for the firm's inclusion initiatives. Baird Holm LLP is a full-service law firm with over 100 attorneys serving clients throughout Nebraska and beyond. Since 1873, they have built their reputation on providing practical, innovative legal solutions while maintaining a culture that values collaboration, integrity, professionalism, and client service. They believe their people are their greatest asset and are committed to creating an environment where employees can grow, contribute, and thrive. The Director of Human Resources is both a strategic leader and an active practitioner. While the role is responsible for helping define the firm's people strategy, success in this position requires more than developing recommendations or policies. The Director must build relationships, gain stakeholder buy-in, lead change initiatives, and personally drive implementation. The ideal candidate enjoys moving between high-level strategic discussions and the day-to-day work necessary to turn ideas into meaningful and lasting organizational results. The Director of Human Resources provides leadership for all human resources functions, including employee relations and performance management, compensation and payroll administration, benefits and wellness programs, talent acquisition and onboarding, employment policies and compliance, staff training and development, HR technology and process improvement, inclusion initiatives, management and development of HR personnel, and budget planning and oversight for HR-related programs and activities. This position works closely with the Executive Director, Executive Committee, Recruiting Committee, department leaders, attorneys, and staff to support the firm's strategic goals and maintain a positive, high-performing workplace culture.

Requirements

Bachelor's degree or equivalent experience
Minimum of five (5) years of progressive human resources management experience
Working knowledge of employment law, compliance requirements, employee relations, benefits administration, and payroll processes
Demonstrated ability to develop strategic HR initiatives and successfully implement them through collaboration, influence, and hands-on leadership
Experience leading organizational change and gaining buy-in from diverse stakeholder groups
Proven track record of moving projects from planning through execution while balancing strategic priorities with day-to-day operational demands
Ability to alternate seamlessly between executive-level discussions and direct involvement in HR operations and employee matters
Strong technology skills, including HRIS and payroll systems
Exceptional communication, relationship-building, and problem-solving abilities
Strong analytical skills with the ability to interpret data and make recommendations
Executive presence and the ability to influence and advise leadership
High level of professionalism, discretion, and sound judgment

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

Responsibilities

Serves as a key advisor to firm leadership.
Takes an active role in implementing initiatives.
Leads change efforts.
Solves day-to-day employee relations and operational challenges.
Builds support among stakeholders at all levels of the organization.
Helps shape the employee experience for attorneys and staff.
Oversees all human resources functions.
Fosters a workplace culture where people feel supported, valued, and empowered.
Provides leadership and support for the firm's inclusion initiatives.
Defines the firm's people strategy.
Builds relationships, gains stakeholder buy-in, leads change initiatives, and personally drives implementation.
Provides leadership for employee relations and performance management.
Provides leadership for compensation and payroll administration.
Provides leadership for benefits and wellness programs.
Provides leadership for talent acquisition and onboarding.
Provides leadership for employment policies and compliance.
Provides leadership for staff training and development.
Provides leadership for HR technology and process improvement.
Provides leadership for inclusion initiatives.
Manages and develops HR personnel.
Oversees budget planning and oversight for HR-related programs and activities.
Works closely with the Executive Director, Executive Committee, Recruiting Committee, department leaders, attorneys, and staff to support the firm's strategic goals and maintain a positive, high-performing workplace culture.