Human Resources Manager

Katten•Los Angeles, CA

51d•$150,000 - $160,000•Hybrid

About The Position

The Human Resources Manager serves as the primary Human Resources Business Partner for the Firm's Practice Management function, including Paralegal Services and Docketing, while also supporting select office-related Human Resources initiatives in the Los Angeles and Dallas offices. This role functions as a key resource to attorneys, Firm leadership, and employees by providing guidance on complex personnel matters, balancing employee and business needs, and supporting the Firm's compliance efforts, with a particular emphasis on California employment law. Work is of a highly confidential nature and requires sound judgment, professionalism, discretion, and strict confidentiality in all employee, client, and Firm matters. Katten offers a hybrid work model, allowing the flexibility to work both on-site and remotely on a regular basis (KattenFlex).

Requirements

Bachelor’s degree in Human Resources Management, Business, or a related field, and seven or more years of progressive Human Resources experience; or equivalent combination of education and experience.
Prior Human Resources experience within a law firm or other professional services environment strongly preferred.
Experience supporting client groups in a Human Resources Business Partner capacity, with a demonstrated ability to serve as a trusted advisor to managers and employees, providing practical and balanced guidance on complex personnel matters while mitigating risk and supporting business objectives.
Demonstrated experience advising on California employment laws and employee relations matters is strongly preferred.
Comprehensive knowledge of federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, and wage and hour requirements.
Strong knowledge of Human Resources principles and practices, including employee relations, performance management, employee engagement, leave administration, workplace investigations, conflict resolution, and organizational development.
Exceptional interpersonal, verbal, and written communication skills, with the ability to build credibility and maintain effective working relationships across all levels of the organization.
Strong judgment, discretion, and emotional intelligence, with the ability to navigate sensitive employee situations, difficult conversations, and confidential matters with professionalism and tact.
Excellent analytical, problem-solving, and critical-thinking skills, with the ability to assess complex workplace issues, conduct investigations, identify root causes, and recommend appropriate solutions.
Ability to influence and coach leaders on performance management, employee development, organizational effectiveness, and change management initiatives.
Strong organizational and project management skills with the ability to manage multiple priorities, exercise sound judgment, and work effectively in a fast-paced, deadline-driven environment.
Demonstrated ability to maintain strict confidentiality and handle highly sensitive information with discretion and professionalism.
Proficiency with Microsoft Office applications and Human Resources Information Systems (HRIS).

Nice To Haves

SHRM-CP or SHRM-SCP preferred.

Responsibilities

Serve as the primary Human Resources Business Partner for the Firm’s Practice Management function, including Paralegal Services and Docketing, partnering with department leadership to support strategic workforce planning, employee engagement, performance management, talent development, and organizational effectiveness initiatives.
Monitor and remain current on federal, state, and local employment law developments across all Firm jurisdictions. Partner with Human Resources leadership to evaluate regulatory changes, recommend policy updates, support handbook revisions, and help ensure ongoing compliance.
Counsel managers on performance concerns and appropriate corrective action. Facilitate performance improvement discussions and disciplinary processes, including documentation and recommendations regarding employment actions.
Conduct employee relations investigations and assist in resolving workplace concerns in a manner consistent with Firm policies and applicable federal, state, and local employment laws.
Provide guidance regarding Firm policies, practices, and employment-related programs, ensuring consistent interpretation and application across assigned client groups.
Administer and provide support related to employee leaves of absence and workplace accommodations, including compliance with the Family and Medical Leave Act (FMLA), California leave laws, the Americans with Disabilities Act (ADA), and other applicable regulations. Partner with Firm-wide benefits and leave administration resources as needed.
Conduct exit interviews, identify trends and themes, and provide insights and recommendations to leadership regarding employee retention, engagement, and workplace culture.
Support employee engagement, professional development, and retention initiatives through participation in training programs, educational sessions, employee meetings, and other culture-building activities.
Serve as a Human Resources resource for the Los Angeles and Dallas offices by supporting office-related Human Resources initiatives, employee engagement efforts, and local workforce matters.
Collaborate with Human Resources colleagues and Firm leadership to support organizational effectiveness, change management initiatives, and the overall employee experience.