Sr. Regional Manager of Human Resources

Jackson Lewis P.C.

20d•$130,000 - $185,000•Hybrid

About The Position

Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee. The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”. Job Summary (basic description) HRBP Senior Manager, provides HR guidance and support for assigned group(s) in areas such as employee relations, talent acquisition, talent development, change management, organizational development, performance management, retention, and compensation administration. Essential functions • Works closely with Office Managing Principals, Office Administrators and their leadership teams to support business units in achieving their targets. • Provides day-to-day performance management and coaching guidance leaders (e.g., coaching, counseling, career development, corrective actions). • Works closely with management to develop strong working relationships across teams, increase employee engagement, productivity and retention. • Works closely with management to assess talent acquisition and development needs • Develop and deliver HR programs aligned with the business strategy. • Ensure HR policies and practices are consistently applied. Recommend changes to policies and practices as appropriate. • Analyzes the HR data to gather insights and consults leadership teams on the challenges and opportunities within their organization. • Supports organizational design initiatives and change management, ensuring quality execution • Manages and resolves employee relations issues. Conducts effective, thorough and objective investigations. • Ensures proper support in all the steps of the “employees’ life-cycle” for specified business units. • Ensure successful integration process for all hires within assigned groups. #LI-LM1 #LI-Hybrid

Requirements

6+ years of progressive HRBP experience with 3 years of experience resolving employee relations issues and partnering with line managers.
Working knowledge of multiple human resource disciplines, including compensation practices, employee relations, diversity, performance management, and federal and state respective employment laws.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to work collaboratively with stakeholders to build strong working relationships and understanding.
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Strong MS Office skills (PowerPoint, Word, Excel)
Bachelor’s Degree required.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential

Responsibilities

Works closely with Office Managing Principals, Office Administrators and their leadership teams to support business units in achieving their targets.
Provides day-to-day performance management and coaching guidance leaders (e.g., coaching, counseling, career development, corrective actions).
Works closely with management to develop strong working relationships across teams, increase employee engagement, productivity and retention.
Works closely with management to assess talent acquisition and development needs
Develop and deliver HR programs aligned with the business strategy.
Ensure HR policies and practices are consistently applied. Recommend changes to policies and practices as appropriate.
Analyzes the HR data to gather insights and consults leadership teams on the challenges and opportunities within their organization.
Supports organizational design initiatives and change management, ensuring quality execution
Manages and resolves employee relations issues. Conducts effective, thorough and objective investigations.
Ensures proper support in all the steps of the “employees’ life-cycle” for specified business units.
Ensure successful integration process for all hires within assigned groups.