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Client:
The client is a highly respected and recognized US law firm with offices throughout the United States, as well as offices in Europe, and Asia, and extensive practices in Africa and South America. The firm provides legal services for virtually every discipline of the law, whether the issue is local, regional, national or international. Their professionals come from diverse backgrounds and are united by a commitment to provide clients with quality legal services, through excellence and hard work.
They pride themselves in hiring exceptional individuals with the ability to produce excellent work, to inspire confidence in clients and colleagues, and to be leaders in the community.
Position Location:
Raleigh, NC
Position Objective:
As the primary on-site Human Resource professional, the HR Manager is responsible for directing and managing all generalist employee relations activities for the Raleigh office, with 75+ professional, in accordance with firm policies and procedures. This position is responsible for providing HR consultant services to management and employees on a full range of HR initiatives and programs that include performance evaluations, policies and procedures, recruitment and staffing, benefits, compensation, etc.
Reports to:
Office Administrator, dotted line to Firm HR
Scope & Accountabilities:
Serve as a business partner, providing advice and counsel to senior management regarding organizational structure, work culture, performance management, and organizational development. Work closely with each member of senior management to understand his or her organizational needs and ways in which the HR function might fully support their initiatives.
Monitor staff utilization to ensure the lawyers needs are met, staff workloads are equitably distributed, and the firms resources are used wisely. Present and implement creative staffing solutions when existing arrangements are not working effectively. Secure overtime and/or temporary office help as necessary. Monitor and approves overtime and prepare monthly overtime report.
Oversee and drive the recruitment process for administrative positions and summer intern programs, interviewing applicants and recommending qualified candidates to hiring managers. Negotiate fee agreements with employment agencies and execute them on behalf of the firm. Supervise pre-employment screenings, including reference checking and background checks. Maintain staff tracking database, completing all requisite filings, postings, and documentation needed with local Employment Commission, the internal annual audit of Affirmative Action Program, etc.
Serve as an effective liaison between the local office and all other offices, building strong alliances and relationships with key individuals. Interface with firm HR staff to insure compliance and consistency. Look for opportunities to more effectively integrate into those groups and to fully utilize the resources available.
Maintain lawyer and staff personnel, benefits and administrative files according to stated guidelines. Develop all staff orientation materials and conduct orientation, to include benefits for staff and lawyers. Coordinate the effective assimilation and orientation of first year associates. Conduct exit interviews.
Supervise the Human Resources staff, and indirectly supervise paralegal, secretarial and other clerical personnel on a daily basis, providing necessary direction. Monitor time off for staff, medical appointments, makeup time and all other time away from the office.
Oversee and be accountable for the integrity of HR systems (time and attendance, reporting, etc). Oversee the timely and accurate entry of data for all office personnel into UltiPro database, conducting periodic audits of entries made for new hires, terminations, transfers, status changes, leaves, name changes, etc.
Work with the Firms Training Supervisor and the local office Trainer, assisting with supporting the organizations training needs. Oversee the design and delivery of "Lunch & Learn" programs.
Calculate Flex deductions for medical, dental and other insurance coverage for all office personnel. Administer processing of mid-year status changes. Administer Flex (benefits) Open Enrollment, to include conducting meetings to explain benefits.
Direct the administration of the annual non-exempt staff evaluation and compensation program. Coordinate the development of evaluation composites, conduct market research, analyze salary surveys, develop and maintain salary ranges and job descriptions and make recommendations for reclassifications for approval by the Office Managing Partner and Office Administrator. Prepare a summary of the financial results comparing actual costs to budget.
Responsible for the operational budget preparation for staff compensation to include
base salaries, bonuses, overtime, temporary help, employee placement fees, and other
employee benefits. Review minor account analysis and income statement and report quarterly on variances in staff compensation accounts, as well as temporary help, employee placement fees, and other employee benefits. Assess the current compensation and benefits programs to determine quality, overall cost effectiveness and market place competitiveness.
Assist in the development, implementation, and maintenance of standardized office
policies/procedures and programs, in accordance with best practices, and prepare and maintain the office Firm Manual.
Assist with firm-wide Human Resources Department initiatives and activities, and
prepare the monthly progress report for the Office Administrator. Function as a project lead or team participant with a variety of special projects that may be assigned by the Firm HR Department.
Compel the advancement of a positive work culture through the planning and coordination of other employee benefits, i.e., staff activities for Staff Appreciation Week, staff/lawyer outings, floral deliveries for births, funerals, illnesses, etc.
Education:
Professional courses related to human resource management or college degree preferred.
Experience and Skills Required:
The candidate must have a minimum of five years of broad based generalist experience in human resource management. Legal experience is preferred or experience within a professional services organization is desired. He/she must have a career progression that demonstrates successful experience administrating all aspects of Human Resources, including compensation and benefits, recruitment and employee relations. Prior experience will also include supervisory accountabilities. This position requires a good understanding and knowledge of federal and state legal and regulatory requirements and employment law. He/she must be well versed and experienced in utilizing recruiting and interviewing techniques. The successful candidate’s skill set will include proficiency with various technology tools including enterprise HRIS database systems, Word and Excel.
Leadership Skills and Personal Attributes:
The successful candidate for the Human Resource Manager will be a proactive, results oriented generalist. As an HR professional they will display a practical leadership vision that inspires trust and respect but will also be a strong team player. He/she will be a mature individual who is flexible and very effective at building relationships, with all levels of employees, which represent a diversified group and a variety of personal management styles.
This individual will have a strong personal and professional presence and possess solid written and verbal communication skills. Additionally, they will have well developed organizational skills, reflecting an ability to prioritize and a constant attention to detail. He/she must be level headed, hands on leader that staff and management looks to bring calm and workable solutions. This HR Manager must excel and be motivated by the challenges of working in a fast paced, growing professional environment.
Additionally, this position requires a politically savvy individual who is able to effectively navigate and balance the needs of the Firm and the local office. A strong customer service orientation that reflects a sense of commitment to providing timely and workable solutions that address the businesses needs is critical. Lastly, this HR leader must support an employee culture of respect and dignity and one that strictly maintains the confidentiality of the department’s work.
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