Director of Human Resources

Director of Human Resources

Position Overview

The Director of Human Resources reports to the Chief Financial Officer (CFO) and serves as the firms senior human resources advisor. This role provides strategic leadership and operational oversight of all HR functions including employee relations workplace investigations multi-state employment compliance compensation and benefits recruiting performance management training and HR operations.

Working closely with the CFO Co-Chairs Management Committee department leaders and other key stakeholders the Director of Human Resources translates firm priorities into effective people strategies and programs that support attorneys practice groups administrative professionals and the firm as a whole. The Director also leads and develops the HR team while promoting a professional respectful compliant and inclusive workplace across all firm offices.

Key Responsibilities

HR Strategy and Leadership

• Partner with the CFO Co-Chairs and Management Committee to establish and execute HR strategies aligned with the firms business objectives and organizational priorities.
• Advise firm leadership on workforce planning organizational effectiveness employee relations talent management and employment-related risk.
• Develop and present HR reports workforce metrics and dashboards to support leadership decision-making.
• Lead supervise and develop HR staff establishing clear priorities accountability and service standards.
• Identify opportunities to improve HR processes strengthen organizational effectiveness and enhance the employee experience.

Employee Relations and Employment Law Compliance

• Serve as the primary point of contact for employee relations matters across all firm offices.
• Conduct and oversee workplace investigations assess findings and advise leadership on appropriate next steps including disciplinary action performance improvement conflict resolution and termination decisions.
• Coach managers and supervisors on employee development performance management documentation corrective action and effective communication.
• Partner with the Director of Legal Support Services on employee matters involving legal assistants paralegals and shared services personnel.
• Ensure compliance with applicable federal state and local employment laws across Pennsylvania New Jersey Delaware and New York including requirements related to hiring wages and hours leave accommodations and anti-discrimination.
• Monitor legislative and regulatory developments assess their impact on the firm and recommend appropriate policy or procedural changes.
• Consult with employment counsel as appropriate on complex sensitive or high-risk matters.
• Promote consistent employment practices and a professional respectful workplace across all offices.

HR Policies Training and Workplace Culture

• Develop implement communicate and maintain firmwide HR policies and procedures including the employee handbook policy manuals and HR intranet content.
• Coordinate mandatory and role-specific training including workplace harassment prevention in collaboration with relevant departments and subject-matter experts.
• Develop and support employee engagement recognition and retention initiatives.
• Partner with the Director of Facilities on the planning and coordination of firmwide events and recognition programs including Administrative Professionals Day holiday gatherings and service anniversary celebrations.
• Monitor employee feedback and satisfaction identify workplace trends and recommend strategies to strengthen engagement retention and organizational culture.

Compensation Benefits and Leave Administration

• Oversee firmwide compensation and benefits programs ensuring competitive consistent and compliant practices.
• Conduct periodic market reviews for administrative and professional staff positions and recommend compensation adjustments as appropriate.
• Direct the administration of medical dental vision life disability retirement and other employee benefit plans.
• Manage annual open enrollment and serve as the primary liaison to benefits brokers insurance carriers and third-party administrators.
• Oversee leave administration including FMLA ADA accommodations short-term disability parental leave and related programs while supervising day-to-day processing.
• Ensure compliance with applicable benefits and retirement plan requirements including ACA ERISA COBRA HIPAA and related regulations.
• Oversee 401(k) plan administration including enrollments loans distributions and employee terminations and support the work of the Benefits Committee.
• Coordinate annual welfare and retirement plan audits ensure timely Form 5500 filings and oversee nondiscrimination testing with the plan recordkeeper. Identify and escalate compliance concerns to firm leadership as appropriate.
• Provide recommendations regarding merit increases promotions and other compensation adjustments for administrative and professional staff. Final compensation decisions remain with the CFO and firm leadership.

Recruiting Onboarding and Performance Management

• Lead full-cycle recruiting for legal assistants paralegals shared services personnel interns and other administrative and professional staff in partnership with the Director of Legal Support Services and hiring managers.
• Establish recruiting processes and screening standards oversee job postings and background checks and manage offer preparation and issuance. Hiring managers retain responsibility for candidate selection.
• Partner with the CFO on attorney recruiting providing HR support for recruiting processes offers onboarding and employment documentation.
• Develop and oversee firmwide onboarding programs covering orientation benefits policies and employment procedures coordinating role-specific training with legal support and practice leaders.
• Design and manage performance management programs for administrative and professional staff including goal-setting performance evaluations and performance improvement plans.
• Support attorney performance evaluation processes at the direction of firm leadership.
• Lead staff training and professional development initiatives beyond mandatory compliance training.

HR Operations HRIS and Reporting

• Oversee the firms HR information systems including ADP with responsibility for data integrity system access and security configuration reporting and process improvement.
• Maintain accurate and confidential personnel records in accordance with applicable legal requirements and record-retention policies.
• Develop and present workforce analytics including headcount turnover recruiting activity and other key HR metrics.
• Prepare and submit required employment reports and filings including the EEO-1 report and respond to employment verification requests.
• Supervise the HR Coordinators responsibilities related to benefits file maintenance continuing legal education (CLE) tracking attorney registration support and related administrative functions.
• Identify opportunities to streamline HR workflows improve data accuracy and strengthen operational efficiency.

Attorney Administrative Support

• Maintain overall accountability for Pennsylvania CLE compliance tracking and attorney registration support in Pennsylvania and New Jersey. Day-to-day tracking and administrative tasks may be delegated to the HR Coordinator under the Directors supervision.
• Coordinate attorney onboarding and departure processes including required documentation transition procedures and alumni mailbox monitoring.
• Ensure attorney administrative processes are completed accurately consistently and within applicable deadlines.

Payroll and Timekeeping Support

• Support payroll processing by reviewing timekeeping records and verifying the accuracy and completeness of payroll data.
• Respond to employee questions regarding payroll deductions direct deposit and related matters.
• Coordinate with payroll and finance personnel to investigate and resolve discrepancies.
• Maintain strict confidentiality of payroll compensation and other sensitive employee information.

Required Qualifications

• Bachelors degree in Human Resources Business Administration or a related field.
• At least seven years of progressively responsible HR experience including employee relations benefits administration employment compliance and recruiting.
• Experience leading an HR function in an organization of comparable size and complexity or at least three years of supervisory experience managing HR staff or an HR function.
• Demonstrated ability to advise senior leadership on sensitive employee matters and conduct or oversee workplace investigations.
• Working knowledge of multi-state employment laws and compliance requirements. Experience with Pennsylvania New Jersey Delaware and/or New York employment law is strongly preferred.
• Proficiency with HR information systems and Microsoft Office applications. Experience with ADP Workforce Now is preferred.
• Excellent judgment discretion organizational skills and written and verbal communication abilities.
• Ability to manage confidential information navigate complex employee matters and balance competing priorities in a professional services environment.
• Law firm or other professional services experience is preferred.

Preferred Qualifications

• Professional HR certification such as SHRM-SCP SHRM-CP SPHR or PHR.
• Masters degree in Human Resources Business Administration or a related field.
• Experience supporting attorneys and administrative professionals in a law firm environment.
• Experience with Form 5500 filings retirement plan administration employee benefit audits and related compliance requirements.

Working Conditions

• Requires independent judgment sound decision-making discretion and the ability to manage multiple priorities and competing deadlines.
• Occasional evening or weekend work may be necessary during open enrollment audits year-end reporting or time-sensitive employee relations matters.