Generalist, HRBP

US Offices & Unit•Philadelphia, PA

6d•Hybrid

About The Position

Morgan, Lewis & Bockius LLP, one of the world’s leading global law firms with offices in strategic hubs of commerce, law, and government across North America, Asia, Europe, and the Middle East, is seeking to hire a Generalist, HRBP. Reporting to the Director, Practice Group HR, and working in conjunction with Practice Group leadership and Employment Counsel, the Generalist, HRBP will provide direction and counsel on both a strategic and tactical level for all human resource matters to the practice group(s) they support. Responsibilities include the overall planning, management and administration of, workforce planning, talent and performance management, engagement and retention strategies, policy interpretation, employee relations, and diversity and inclusion efforts. In addition, the HRPB will ensure compliance with the firm’s policies, procedures, and business conduct as well as federal, state and local regulations. This position will reside in the Philadelphia office with a hybrid in-office/remote working schedule.

Requirements

Bachelor's degree in a related field, combined with a minimum of five years of progressively responsible human resources leadership experience, preferably in a medium-to-large organization, law firm and/or professional services environment.
Excellent written and oral communications skills.
Confident manner and the ability to establish credibility quickly.
Ability to work comfortably in a matrix organization.

Responsibilities

General HR Management Functions as the primary liaison between the practice group leadership, attorneys and staff and other members of the HR team.
Gains a strong understanding of the practice group(s) and develops a strong relationship with the lawyers within the group.
Ensures HR services are provided as appropriate, identifies new opportunities where HR can add value, and maintains leading-edge knowledge of HR issues.
Sets long and short-term goals for HR function; participates in firm-wide practice group strategic planning and initiatives.
Provides coaching, consultation and support that contributes to the needs and business direction of the practice group(s).
Communicates, administers and interprets personnel policies and procedures to all practice group(s) personnel; provides HR policy guidance and interpretation.
Manages specific HR projects as well as participating in functional and cross-functional initiatives.
Maintains an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with Employment Counsel as needed/required.
Supports management in forecasting and planning the talent pipeline requirements in line with the business strategy, monitors utilization.
Collaborates with practice group leadership to develop strategic staffing plans that effectively optimize talent, address performance gaps and develop performance and culture.
Works with practice group leadership, attorneys, managers and employees to improve work relationships, build morale, increase productivity and retention.
Collaborate with the Chief Engagement Officer, Associate Talent, Talent Acquisition, Senior Director of Legal Practice Support, and Diversity & Inclusion, accordingly.
Focuses on employee engagement and retention strategies to help retain key staff by identifying trends, providing recommendations and implementing new initiatives.
Effectively applies performance management to ensure that employees’ level of performance and capabilities meet current and future standards.
Manages the Remote Working Program for assigned practice group(s).
Coordinates promotions, reduced schedule arrangements, workflow of those on leave, office transfers, secondments, etc.
Collaborates with practice group leadership on new hire integration efforts.
Manages voluntary and involuntary separation processes; conducts exit interviews; prepares packages, participates in termination meetings, as necessary.
Manages and resolves complex employee relations issues.
Develops and promotes feedback mechanisms.
Conducts 45-day check-in meetings with newly hired personnel; identifies and addresses issues.
Collaborates with Leaves Team and employees on leave of absence.
Advises on ergonomic requests and accommodation, as necessary.
Supports firm’s management principles, policies and programs and ensures they are fairly applied.
Collaborates with Immigration Group and manages process related to immigration issues.
Advises all levels of management in the areas of personnel policies, performance management, problem resolution, discipline and termination.
Conducts disciplinary and/or termination meetings with employees.
Investigates complaints, makes recommendations and implements corrective action, including performance improvement plans, where necessary.
Regularly consults with Firm Employment Counsel, as needed.
Conducts exit interviews; provides analysis to Employment Counsel and Firm management.
Ensures compliance with legal requirements and government regulations, including EEO, FLSA, FMLA, TITLE VII, etc.