Senior HR Advisor

Clyde & Co•Seattle, WA

About The Position

The Senior HR Advisor is a strategic generalist and individual contributor on Clyde & Co’s North America HR team, partnering with key stakeholders and Partners across Seattle and designated West Coast offices. The role provides practical, commercially focused advice throughout the employee lifecycle, uses workforce insight to improve business performance, and supports people and change initiatives. The generalist team works together to provide integrated business partnering services to fee-earning and business services teams. The position partners with senior HR colleagues to develop the HR function and deliver the people strategy in support of the Firm’s business objectives. It builds relationships with Partners, leaders and managers; advises on employee relations and employment requirements; supports career development, talent management and salary review activity; and leads or contributes to regional and Firm-wide HR projects. Clyde & Co describes its values as working as one, excelling with clients, celebrating difference and acting boldly. The Firm states that it is committed to responsible operations, a diverse and inclusive workforce, community support, and reducing its environmental impact, including through commitment to the SBTi Net-Zero standard and ambitious emissions reduction targets.

Requirements

Bachelor’s degree or equivalent relevant experience preferred.
Four or more years of broad HR experience, including building effective relationships with senior stakeholders.
Demonstrated experience across several areas of human resources, including employee relations, performance management, talent and organizational change.
Working knowledge of relevant federal, state and local employment requirements.
Strong commercial judgment and ability to translate HR principles into practical business solutions.
Ability to analyze HR data, identify trends and present clear recommendations.
Excellent planning, organization and project-management skills, with strong attention to detail.
Excellent written and verbal communication, coaching and influencing skills, and ability to build credibility quickly.
Collaborative, flexible and solutions-focused approach, with ability to work effectively as an individual contributor and as part of a team.
High levels of integrity, discretion and sound judgment.

Nice To Haves

Experience supporting Washington and West Coast jurisdictions.
Experience in a legal or professional services environment.

Responsibilities

Partner with the senior HR team to develop the HR function and deliver the people strategy in support of the Firm’s business objectives.
Act as a trusted strategic advisor to assigned client groups, contributing workforce insight and practical HR advice to business planning and decision-making.
Build relationships with Partners, leaders and managers, and coach them to strengthen their people-management capability.
Advise on employee relations matters, including performance management, workplace concerns, investigations, conduct, accommodations, leaves of absence, attendance, utilization, compensation, promotions and organizational change.
Interpret and apply Firm policies and relevant federal, state and local employment requirements, escalating complex or high-risk matters appropriately.
Work with leaders and Recruitment colleagues to determine hiring needs and prepare business cases and requisition resource forms.
Use HR data, workforce trends and stakeholder feedback to identify risks, opportunities and evidence-based recommendations.
Work with Learning and Talent colleagues to identify capability gaps, support development solutions and facilitate programmes as required.
Bring forward practical ideas to improve employee experience, service delivery and business outcomes.
Partner with leaders to embed career development conversations and clear development plans across assigned client groups.
Coach leaders to provide timely feedback and conduct fair, constructive conversations.
Lead talent review activity for assigned client groups, using data and business insight to support succession planning, development priorities and promotion decisions.
Maintain awareness of relevant market conditions and contribute market insight and workforce data to the annual salary review process.
Support leaders in preparing for and delivering clear career and compensation conversations.
Lead or contribute to regional and Firm-wide HR projects, including change management, organizational integration, process improvement and implementation of people initiatives.
Develop practical project plans, engage stakeholders, monitor progress and evaluate outcomes to support sustainable adoption.