Director of Human Resources

Friedman Williams•Philadelphia, PA

19d

About The Position

The Director of Human Resources reports to the Chief Financial Officer (CFO) and serves as the firm’s senior human resources advisor. The role provides strategic leadership and operational oversight of employee relations, workplace investigations, multi-state employment compliance, compensation and benefits, recruiting, performance management, training, and HR operations. In partnership with the CFO, Co-Chairs, Management Committee, department leaders, and other stakeholders, the Director translates firm priorities into people strategies and programs that support attorneys, practice groups, administrative professionals, and the firm. The Director also leads and develops the HR team and promotes a professional, respectful, compliant, and inclusive workplace across all firm offices. The Director leads HR strategy and operations, advises leaders on workforce planning and employment matters, oversees policies and training, and monitors employee engagement and workplace culture. The role directs compensation, benefits, leave administration, recruiting, onboarding, performance management, HR systems, reporting, attorney administrative support, and payroll and timekeeping support. The position also ensures compliance with applicable employment, benefits, and retirement-plan requirements across the firm’s offices. The position requires independent judgment, sound decision-making, discretion, and the ability to manage competing priorities and deadlines. Occasional evening or weekend work may be necessary during open enrollment, audits, year-end reporting, or time-sensitive employee relations matters.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least seven years of progressively responsible HR experience, including employee relations, benefits administration, employment compliance, and recruiting.
Experience leading an HR function in an organization of comparable size and complexity, or at least three years of supervisory experience managing HR staff or an HR function.
Demonstrated ability to advise senior leadership on sensitive employee matters and conduct or oversee workplace investigations.
Working knowledge of multi-state employment laws and compliance requirements.
Proficiency with HR information systems and Microsoft Office applications.
Excellent judgment, discretion, organizational skills, and written and verbal communication abilities.
Ability to manage confidential information, navigate complex employee matters, and balance competing priorities in a professional services environment.

Nice To Haves

Experience with Pennsylvania, New Jersey, Delaware, and/or New York employment law is strongly preferred.
Experience with ADP Workforce Now is preferred.
Law firm or other professional services experience is preferred.
Professional HR certification, such as SHRM-SCP, SHRM-CP, SPHR, or PHR.
Master’s degree in Human Resources, Business Administration, or a related field.
Experience supporting attorneys and administrative professionals in a law firm environment.
Experience with Form 5500 filings, retirement plan administration, employee benefit audits, and related compliance requirements.

Responsibilities

Partner with the CFO, Co-Chairs, and Management Committee to establish and execute HR strategies aligned with the firm’s business objectives and priorities.
Advise firm leadership on workforce planning, organizational effectiveness, employee relations, talent management, and employment-related risk.
Develop and present HR reports, workforce metrics, and dashboards to support leadership decisions.
Lead, supervise, and develop HR staff, setting priorities, accountability, and service standards.
Improve HR processes, organizational effectiveness, and the employee experience.
Serve as the primary contact for employee relations matters across firm offices.
Conduct or oversee workplace investigations, assess findings, and advise leadership on disciplinary action, performance improvement, conflict resolution, and termination decisions.
Coach managers and supervisors on employee development, performance management, documentation, corrective action, and communication.
Partner with the Director of Legal Support Services on employee matters involving legal assistants, paralegals, and shared services personnel.
Ensure compliance with federal, state, and local employment laws across Pennsylvania, New Jersey, Delaware, and New York; monitor legal developments and recommend policy or procedural changes.
Consult with employment counsel on complex, sensitive, or high-risk matters and promote consistent employment practices across offices.
Develop, implement, communicate, and maintain firmwide HR policies and procedures, including the employee handbook, policy manuals, and HR intranet content.
Coordinate mandatory and role-specific training, including workplace harassment prevention.
Develop and support employee engagement, recognition, and retention initiatives; partner with the Director of Facilities on firmwide events and recognition programs.
Monitor employee feedback and satisfaction, identify workplace trends, and recommend strategies to strengthen engagement, retention, and culture.
Oversee compensation and benefits programs, conduct periodic market reviews for administrative and professional staff, and recommend compensation adjustments.
Direct administration of medical, dental, vision, life, disability, retirement, and other employee benefit plans; manage open enrollment and liaise with brokers, carriers, and third-party administrators.
Oversee leave administration, including FMLA, ADA accommodations, short-term disability, and parental leave.
Ensure compliance with ACA, ERISA, COBRA, HIPAA, and related benefits and retirement-plan requirements.
Oversee 401(k) plan administration, support the Benefits Committee, coordinate annual welfare and retirement plan audits, ensure timely Form 5500 filings, and oversee nondiscrimination testing with the plan recordkeeper.
Recommend merit increases, promotions, and other compensation adjustments for administrative and professional staff; final compensation decisions remain with the CFO and firm leadership.
Lead full-cycle recruiting for legal assistants, paralegals, shared services personnel, interns, and other administrative and professional staff in partnership with the Director of Legal Support Services and hiring managers.
Establish recruiting processes and screening standards; oversee job postings and background checks; and manage offer preparation and issuance. Hiring managers retain candidate-selection responsibility.
Partner with the CFO on attorney recruiting, providing HR support for recruiting, offers, onboarding, and employment documentation.
Develop and oversee firmwide onboarding programs covering orientation, benefits, policies, and employment procedures, and coordinate role-specific training with legal support and practice leaders.
Design and manage performance programs for administrative and professional staff, including goal-setting, evaluations, and performance improvement plans; support attorney performance evaluation processes at leadership’s direction.
Lead staff training and professional development initiatives beyond mandatory compliance training.
Oversee HR information systems, including ADP, with responsibility for data integrity, access and security, configuration, reporting, and process improvement.
Maintain confidential personnel records in accordance with legal requirements and record-retention policies.
Develop and present workforce analytics, including headcount, turnover, and recruiting activity; prepare and submit required employment reports and filings, including the EEO-1 report, and respond to employment verification requests.
Supervise the HR Coordinator’s work on benefits file maintenance, CLE tracking, attorney registration support, and related administrative functions.
Streamline HR workflows, improve data accuracy, and strengthen operational efficiency.
Maintain overall accountability for Pennsylvania CLE compliance tracking and attorney registration support in Pennsylvania and New Jersey; delegate day-to-day tracking and administrative tasks to the HR Coordinator as appropriate.
Coordinate attorney onboarding and departure processes, including documentation, transition procedures, and alumni mailbox monitoring, and ensure processes are completed accurately and on time.
Support payroll processing by reviewing timekeeping records and verifying payroll data; respond to employee questions about payroll, deductions, and direct deposit; coordinate with payroll and finance personnel to resolve discrepancies.
Maintain strict confidentiality of payroll, compensation, and other sensitive employee information.