Director of Human Resources

Wheeler Trigg Odonnell LLP•Denver, CO

12d•$180,000 - $220,000•Onsite

About The Position

Wheeler Trigg O’Donnell is seeking a Director of Human Resources. This is a senior leadership position with a seat at the table. The Director of Human Resources provides strategic direction and trusted advice & counsel on all matters related to professional staff, including workforce planning, performance management, compensation, culture, engagement, and employment risk. The role oversees the firm’s HR operations, payroll, benefits, policies, and HR systems, while also shaping people strategies that support the firm’s long‑term success and high‑performance culture. Reporting to the Chief Talent Officer, the Director of Human Resources works closely with firm leadership, department heads, and external advisors to ensure the firm attracts, develops, retains, and supports exceptional professional staff and continues to operate with integrity, sound judgment, and legal compliance.

Requirements

10 - 15 years of progressive human resources leadership experience in a law firm or professional services environment.
Demonstrated experience advising senior leaders on complex, high judgment people matters.
SHRM SCP or SPHR certification strongly preferred.
Bachelor’s degree or equivalent experience required.
Excellent judgment, utmost discretion, and integrity.
Demonstrated experience overseeing payroll, benefits, policies, and HR operations.
Strong communication and relationship‑building skills.
Hands-on experience with HCM platforms (ADP preferred).
Practical, solutions‑oriented mindset with strong attention to detail.
Proven ability to work and collaborate with cross-functional teams to achieve strategic goals.
Ability to balance empathy with accountability.
Comfortable operating in a high‑performance, fast‑paced environment.

Nice To Haves

SHRM SCP or SPHR certification

Responsibilities

Serve as a trusted advisor to firm leadership on professional staff talent, performance, engagement, and organizational health.
Partner with leadership on workforce planning, succession planning, and organizational design to support firm priorities and growth.
Provide thoughtful guidance on sensitive and high‑risk employment matters, balancing empathy, accountability, and risk management.
Anticipate emerging talent, compliance, and engagement challenges and recommend proactive solutions.
Provide executive oversight and governance of all HR operations, including payroll, benefits, HR systems, employee data, and reporting.
Ensure accurate, timely payroll processing and compliance with applicable federal, state, and local laws and firm policies.
Oversee benefits programs and vendor relationships, including health, retirement, leave, and wellness offerings.
Continuously assess and improve HR infrastructure, systems, and processes to support scalability, efficiency, and positive employee experience.
Maintain and steward employee policies, the employee handbook, and HR procedures.
Ensure firmwide compliance with employment laws and regulatory requirements.
Partner with internal and external counsel on employment issues, investigations, and risk mitigation strategies.
Train and advise leaders on policy interpretation, documentation, and employee relations best practices.
Design, lead, and continuously improve the firm’s performance management framework for professional staff.
Partner with leaders to clarify expectations, reinforce accountability, and support development and advancement.
Coach leaders on performance management, difficult conversations, and development planning.
Support learning, training, and development initiatives that strengthen client service, teamwork, and operational excellence.
Oversee recruiting and onboarding for professional staff roles, ensuring consistent, thoughtful candidate experience.
Develop and implement retention strategies focused on engagement, career development, and recognition.
Monitor trends in turnover, engagement, and market competitiveness, and advise leadership on response strategies.
Collaborate with leaders to strengthen mentorship, communication, and connection across the firm.
Serve as a visible and trusted resource for employees across the firm.
Lead firmwide culture and engagement initiatives aligned with firm values and strategic goals.
Partner with leadership to assess engagement, morale, and organizational effectiveness.
Support programs that reinforce inclusion, recognition, communication, and a strong sense of community.
Lead, mentor, and develop the HR team, fostering a high performing, service oriented, and trusted function.
Set clear priorities, expectations, and accountability for the HR team.
Establish strong service standards, decision frameworks, and escalation protocols.
Promote sound judgment, professionalism, and discretion in all HR work.