Job Details

The Director of Human Resources is the senior-most HR leader responsible for developing and executing the human resources strategy in support of the overall firm objectives. This role provides strategic direction and operational oversight across all HR functions, excluding talent acquisition and training. The Director is a key advisor to the Board of Directors, President, and senior leadership, ensuring the HR function enables a high-performance, compliant, and inclusive work environment.

This individual will oversee critical areas such as employee relations, performance management, compensation and benefits strategy, HR policy development, and organizational culture, and, in tandem with the firm's General Counsel, legal compliance. The Director will ensure HR systems, policies, and culture reflect both the firm's specialized needs and broader legal industry standards.

Essential Functions / Key Accountabilities

Strategic HR Leadership:

• HR Strategy Development: Defines and implements comprehensive HR strategies aligned with the firm's business objectives and culture. Partners closely with firm leadership to ensure the HR function is a strategic enabler of long-term organizational success.
• Executive Collaboration: Serves as a trusted advisor to the Board of Directors and other firm leaders on people-related matters, including organizational planning, workforce risk management, and policy implementation.
• Metrics and Reporting: Delivers regular reports on key HR metrics, trends, and compliance updates to leadership. Uses data insights to inform policy and operational improvements.

Employee Relations and Policy Development:

• Employee Relations Oversight: Leads firm-wide employee relations efforts, ensuring a consistent and legally compliant approach to conflict resolution, investigations, and disciplinary action.
• Policy Management: Works closely with senior leadership and outside counsel to develop, update, and enforce HR policies and procedures that promote fairness, equity, and clarity across the firm. Ensures alignment with state and federal regulations as well as evolving workplace trends.
• Confidentiality & Risk Management: Maintains strict confidentiality in all HR matters and proactively mitigates legal and reputational risk to the firm.

Performance Management and Organizational Effectiveness:

• Performance Infrastructure: Oversees performance review processes and ensures consistency, transparency, and alignment with firm goals. Coaches leadership on feedback delivery and performance planning.
• Organizational Culture: Works with firm leadership to cultivate a high-performance, inclusive, and collegial work environment. Reinforces firm values through HR policy and practice.
• Succession and Workforce Planning: Collaborates with leadership to identify and develop succession plans for critical roles, ensuring long-term organizational stability.

Compensation and Benefits Administration

• Compensation Strategy: Designs and manages the firm's compensation philosophy and pay structures for employees, with a focus on associates and of counsel, ensuring internal equity and external competitiveness. Leverages prior experience in law firms or similar environments to address the nuances of attorney compensation, including bonus structures, progression frameworks, and retention strategies. Conducts regular market benchmarking and provides data-driven guidance to leadership.
• Benefits Oversight: Leads the administration of the firm's benefits programs, including medical, dental, life, disability, and retirement plans. Evaluates offerings for cost-effectiveness and employee satisfaction.
• Vendor Management: Coordinates with external benefits brokers, consultants, and third-party administrators to ensure optimal delivery of services.

HR Operations and Compliance:

• Team Leadership: Oversee the day-to-day operations of the Human Resources department while driving continuous process improvements and HR operational excellence.
• Regulatory Compliance: Ensures compliance with all applicable federal, state, and local employment laws and regulations. Keeps abreast of legal and regulatory changes and adjusts firm policies accordingly.
• HR Systems and Technology: Oversees the maintenance and optimization of HRIS platforms, ensuring accurate reporting, recordkeeping, and process automation.
• Internal Audits and Documentation: Manages HR audits, employee files, and firm-wide compliance documentation.

Education

Bachelor of Science in Human Resources, Business Administration, or related field required. A Master's degree or equivalent experience is preferred.

Qualifications

• Minimum of 10 years of progressive HR experience, including at least 7+ years in a senior HR leadership role.
• Prior experience in a law firm, professional services, or similarly structured partnership environment strongly preferred.
• Demonstrated expertise in employee relations, performance management, compensation strategy, and HR policy development.
• Proven ability to influence senior leadership and navigate complex interpersonal dynamics in a high-performing professional services environment.
• Strong working knowledge of employment law, HR best practices, and organizational change leadership.
• Exceptional judgment, discretion, and conflict resolution skills.
• Ability to develop and lead initiatives that foster a diverse, inclusive, and equitable workplace.

Certifications / Licenses

No required licenses or certificates. SHRM-SCP, SPHR, or equivalent advanced HR certification preferred.