Human Resources Manager (Law Firm)

SourcePro Search•Washington, DC

17h

About The Position

KJM Staffing Solutions has a great opportunity for an experienced law firm Human Resources Manager in our top ranked large law firm client's DC office. This opportunity offers a high base, bonus and excellent growth potential in a major law firm. Responsibilities: HR Planning and Execution: Develops, aligns and executes HR programs and initiatives in support of business plans; manages, measures progress and drives projects to successful completion. Translates geographic and functional strategy and business and operational priorities into a people strategy. Consults on goals and goal alignment for assigned businesses. Ensures consistency and alignment of HR initiatives. Local point of contact for HR related questions or concerns, partnering with HR Operations and Benefits and the DC Office leaders as needed. Organizational Development and Design: Supports the development and execution of programs for the assigned business. Coaches leaders to examine and organize teams to produce the best and most efficient and cost-effective work. Advises and coaches leaders and managers on the HR implications of business decisions, providing an objective perspective and appropriately challenging business decisions. P Partners with the assigned business to integrate existing workforce plans and staffing strategy when considering openings. Coaching: Coaches leaders at all levels on manager effectiveness. Performance Management: Advises and coaches leaders on sensitive performance and compensation related matters. Prepares Officers to present results of Performance Management Cycle to Chief Operating Officer. Succession Planning & Talent Review: Interviews and engages with leaders to identify top talent in their organizations, as well as critical positions, successors and single points of failure. Develops recommendations and plans accordingly. Prepares Officers to present results to Chief Operating Officer. Employee Relations: Investigates, manages, and reports on employee relations issues for the assigned business and/or local office. Presents findings and recommendations to Chief Talent Officer. Compensation & Benefits: Supports the transactional elements of compensation projects. Partners with Compensation to review trends, surface issues and resource problems. Works with Compensation and the business on job evaluations, determining the appropriate course of action and understanding and communicating the business perspective. Change Management: Supports change management project deliverables and engages in implementation of resulting interventions. May implement/integrate change initiatives across offices. Supports the communication of related changes. Data & Analytics: Utilizes supporting data and analytics when making key talent and workforce decisions (compensation cycles, talent reviews, leader and associate retention, succession, etc.) Talent Acquisition: Partners with the Talent Acquisition team to strategize in finding top talent for assigned business units; consults on compensation recommendations

Requirements

A or BS required; MA or MS in OD, HR, I/O Psychology, or MBA preferred.
At least 3 years of manager-level HR experience required.
Uses a data-driven approach to HR; ability to guide leaders using data and analytics.
Demonstrated success in partnering with business managers in developing, aligning and executing HR programs and initiatives that support business unit plans.
Success in coaching managers and leaders at different levels of experience.
Understands the tools, processes and strategy needed to execute a performance management process.
Excellent judgment and strategic thinker with strong project management and process implementation skills.
Superior communication skills, including strong writing skills, with particular attention to detail.
Ability to effectively present HR-related topics to various audiences.
Ability to work under pressure while maintaining a sense of humor.

Nice To Haves

SHRM or HRCI certification preferred.
Experience as an HR Business Partner in a law firm or professional services organization preferred.

Responsibilities

HR Planning and Execution: Develops, aligns and executes HR programs and initiatives in support of business plans; manages, measures progress and drives projects to successful completion.
Translates geographic and functional strategy and business and operational priorities into a people strategy.
Consults on goals and goal alignment for assigned businesses.
Ensures consistency and alignment of HR initiatives.
Local point of contact for HR related questions or concerns, partnering with HR Operations and Benefits and the DC Office leaders as needed.
Organizational Development and Design: Supports the development and execution of programs for the assigned business.
Coaches leaders to examine and organize teams to produce the best and most efficient and cost-effective work.
Advises and coaches leaders and managers on the HR implications of business decisions, providing an objective perspective and appropriately challenging business decisions.
Partners with the assigned business to integrate existing workforce plans and staffing strategy when considering openings.
Coaching: Coaches leaders at all levels on manager effectiveness.
Performance Management: Advises and coaches leaders on sensitive performance and compensation related matters.
Prepares Officers to present results of Performance Management Cycle to Chief Operating Officer.
Succession Planning & Talent Review: Interviews and engages with leaders to identify top talent in their organizations, as well as critical positions, successors and single points of failure.
Develops recommendations and plans accordingly.
Prepares Officers to present results to Chief Operating Officer.
Employee Relations: Investigates, manages, and reports on employee relations issues for the assigned business and/or local office.
Presents findings and recommendations to Chief Talent Officer.
Compensation & Benefits: Supports the transactional elements of compensation projects.
Partners with Compensation to review trends, surface issues and resource problems.
Works with Compensation and the business on job evaluations, determining the appropriate course of action and understanding and communicating the business perspective.
Change Management: Supports change management project deliverables and engages in implementation of resulting interventions.
May implement/integrate change initiatives across offices.
Supports the communication of related changes.
Data & Analytics: Utilizes supporting data and analytics when making key talent and workforce decisions (compensation cycles, talent reviews, leader and associate retention, succession, etc.)
Talent Acquisition: Partners with the Talent Acquisition team to strategize in finding top talent for assigned business units; consults on compensation recommendations