Talent Advisor

Perkins Coie•Portland, OR

17d•Hybrid

About The Position

The Talent Advisor serves as a trusted strategic partner to senior leaders and operational departments, aligning talent, leadership, and organizational strategies with firm and department priorities. Operating with a high degree of autonomy, this role focuses on organizational effectiveness, leadership capability, workforce planning, and culture—enabling sustained performance in a complex professional services environment. Working closely with HR Centers of Expertise and department leadership, the Talent Advisor translates business needs into thoughtful, integrated people strategies that strengthen teams and support the firm’s long‑term success.

Requirements

Bachelor’s degree in human resources, management, or related field (advanced degree a plus).
Minimum of eight years of relevant HR experience, including at least five years in a senior‑level HR generalist, HR business partner, or HR leadership role.
Strong knowledge of employment law, HR best practices, and core people processes.
Demonstrated ability to operate as a trusted advisor to senior leaders in a complex, matrixed environment.
Excellent communication, interpersonal, and organizational skills with strong emotional intelligence.
Proven judgment, discretion, and professionalism when handling sensitive matters.
Technologically adept, committed to continuous improvement, and comfortable navigating change.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).
Experience in a law firm or professional services environment strongly preferred.
Understanding of law firm operations and culture.

Responsibilities

Serve as a strategic advisor to department leaders, providing guidance on talent planning, organizational structure, and workforce development.
Build strong relationships with leaders to understand business objectives and proactively identify opportunities to improve effectiveness and capability.
Translate firm and department strategy into practical, integrated people plans that support both near‑term priorities and long‑term growth.
Maintain a deep understanding of the departments supported to deliver tailored, value‑added HR solutions.
Partner with Talent Acquisition to support recruitment strategies aligned with departmental needs and the firm’s standards of excellence.
Coach leaders and managers on performance management, feedback, career development, and leadership effectiveness.
Guide departments through core HR processes, including performance reviews, compensation planning, promotions, and succession planning.
Support identification and development of high‑potential talent and emerging leaders.
Partner closely with Employee Relations to address performance and conflict matters with discretion, consistency, and sound judgment.
Advise leaders on sensitive employee relations issues, balancing risk mitigation with firm values and employee experience.
Ensure policies and practices are applied equitably and in compliance with applicable employment laws.
Lead and support organizational change initiatives such as restructures, team redesigns, and leadership transitions.
Assess engagement and organizational health; identify trends, surface risks, and recommend targeted interventions.
Partner with firm leadership to support diversity, inclusion, and opportunity initiatives and equitable talent practices.
Act as a change agent by supporting communication, adoption, and sustainability of firm initiatives across departments.
Collaborate closely with HR Centers of Expertise to deliver seamless, coordinated solutions.
Serve as an HR voice on firmwide and cross‑functional initiatives.
Uphold the firm’s high standards for professionalism, client service, and confidentiality.