Talent Advisory Manager

Dechert LLP•New York, NY

1d•$125,000 - $150,000•Onsite

About The Position

Join our New York flagship office of a global law firm to lead employee relations and performance management for attorneys and Business Services Professionals, delivering practical, risk-aware guidance aligned with our values. Investigate sensitive matters, coach managers on feedback and corrective action, ensure fair, consistent policy application, and champion our four-days-per-week in-office model by clarifying expectations and coordinating accommodations and exceptions. Partner cross-functionally on compliance and required training while overseeing time, leave, and offboarding with impeccable documentation, and leverage Workday and case-management systems to maintain data integrity and deliver dashboards with actionable insights on ER trends, performance, attendance, and turnover. The role requires proven expertise employee relations, performance management, and compliance. Executive presence, sound judgment and discretion, strong influencing and coaching skills, a bias for action balanced with fairness, and a data-driven, detail-oriented, continuous-improvement mindset are essential in a collaborative, client-service environment with ambiguity and competing priorities.

Requirements

Bachelor’s degree required (HR, business, or related); advanced degree a plus.
7+ years progressive HR/Talent experience in ER, performance management, and compliance.
Professional services required; large law firm or partnership model strongly preferred.
Proven experience with sensitive investigations; drafting PIPs, warnings, and separation documents.
Deep knowledge of U.S. federal and multi-state laws; international exposure a plus.
Proficiency with HRIS (Workday preferred), case management, Excel/PowerPoint; strong documentation discipline.
Sound judgment, discretion, and integrity with highly confidential matters.
Executive presence; strong influencing, coaching, and communication skills.
Bias for action; balances urgency with diligence and fairness.
Data-driven, detail-oriented, and process-minded; continuous improvement mindset.
Collaborative, client-service oriented; comfortable with ambiguity and competing priorities.

Nice To Haves

California experience a plus.
SHRM-CP/SCP or PHR/SPHR preferred.

Responsibilities

Advise managers on employee relations (ER) matters for attorneys and Business Services Professionals (BSPs); provide practical, risk-aware guidance aligned with firm values.
Conduct investigations (harassment, discrimination, workplace conduct); draft findings and partner with Talent Leadership/Legal as needed.
Coach managers on feedback, corrective action, and conflict resolution; ensure consistent, and fair policy application.
Maintain thorough documentation; track and analyze ER trends and recommend preventative actions.
Support the full cycle: new-hire check-ins, goal setting, mid-year, year-end/calibration.
Advise on PIPs, coaching, and development; upskill evaluators on effective feedback.
Use data to identify high-performer development and low-performer risk; support talent moves and workforce planning.
Drive change management and communications for the firm’s four-days-per-week in-office model; clarify expectations for attorneys and BSPs.
Monitor adherence using HRIS/timekeeping/badge data with Operations; report trends and recommend actions.
Coach on fair application, exceptions, and non-compliance; partner with Total Rewards on accommodations.
Ensure compliance with employment laws and firm policies (Title VII, FLSA, FMLA, ADA/ADAAA, ADEA, pay transparency; state/local leave).
Coordinate/deliver mandatory training; track completions, maintain compliant records, report status, and refine content with Talent Development for attorney/BSP audiences.
Oversee time, attendance, and leave/accrual processes for attorneys/BSPs; partner with Payroll on accuracy/approvals and ensure clear, timely communications.
Lead end-to-end separations with legal/policy compliance, coordinating final pay/severance/COBRA and asset recovery/deprovisioning with Security/IT/Facilities, and capture exit insights to inform retention.
Maintain HRIS/case-management data integrity and deliver dashboards on ER, performance, leave, attendance, and turnover with actionable insights for leadership.