Human Resources Manager - Greene Espel

We are seeking a versatile and motivated individual to fill a newly created Human Resources Manager position to oversee all aspects of human resources practices and processes at our law firm. The ideal candidate will be knowledgeable about employment laws and regulations, possess excellent communication skills, and have a proven track record of implementing HR strategies that align with the firm’s goals. The Human Resources Manager will drive the firm’s HR functions under the direction and supervision of the firm’s Chief Operating Officer and Personnel Committee.

Specific roles and responsibilities:

Business Strategy and Communication

· Maintain confidentiality of all client and firm matters.

· Maintain positive, professional attitude and working relationships at all levels.

· Partner with the COO and Personnel Committee to understand and execute the Firm’s talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and strategic planning.

 · Ensure intranet is up to date with HR benefits, documents, and policies.

· Implement diversity, equity, and inclusion initiatives to foster a diverse and inclusive workplace culture.

Recruitment, Hiring, Onboarding, and Departures

· Manage the recruitment and hiring process for firm employees, including job postings, candidate screening, interviews, and offers of employment; assist with attorney and law clerk recruiting and hiring process.

· Provide guidance and input on workforce planning, succession planning, and staffing levels.

· Oversee and participate in on-boarding, off-boarding, integration, and mentor programs for attorneys and employees.

· Consult with COO and the Personnel Committee regarding Case Manager/Attorney team assignments, as needed, and communicate changes.

Benefits Administration and Compensation

· Administer employee benefit plans, including initial enrollment, changes, and review of monthly invoices. Enter termination data in iSolved for COBRA purposes.

· Process and handle all employee medical leave benefits, FMLA, STD, LTD, and reasonable accommodations. Plan for workload distribution during employee absences.

· Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the Firm attracts and retains top talent. Works with COO and the Personnel Committee to prepare employee compensation and bonus recommendations.

· On a back-up basis, prepare and submit bi-monthly payroll.

· Keep informed of employee workload and time off and assist with coordination of workflow.

Professional Development and Performance Management

· Coordinate employee annual performance evaluation, reinforcing importance of continuous and honest feedback.

· Assist with non-partner attorney review process.

· Maintain employee relations program; provide outlet for employees to express concerns, ask questions, share ideas, etc. regarding their employment relationship with the Firm.

· Provide support and guidance to attorneys and employees when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute tasks in delicate circumstances such as providing reasonable accommodations and terminations.

· Develop, implement, manage, and regularly evaluate customized professional development programs and activities for employees.

Compliance

· Maintain accurate employee records and HR documentation.

· Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and update policies and practices to maintain compliance. Partner with Personnel Committee as needed/required.

· Recommend, maintain, and interpret employment related policies and procedures and Employee Handbook.

· Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Other

· Coordinate with Operations Coordinator regarding special events and gifts, including Employee Appreciation, annual anniversary lunch, and retirement gatherings; actively participate on Community Committee.

· Participate as an active member of the Business Continuity Team and participate in annual testing.

· Compile, review and submit (when necessary) annual surveys, reports, and questionnaires (ALAMN, ALA, Diversity & Inclusion questionnaires, etc.).

· Assist with special projects as requested.

· Perform other related duties as required and assigned.

Preferred Qualifications:

· Excellent interpersonal and conflict resolution skills.

· Exceptional verbal and written communication skills.

· Ability to handle sensitive information with discretion and maintain confidentiality.

· Ability to execute various tasks under pressure of multiple deadlines.

· Enthusiasm, responsiveness, and focus on excellent performance.

· Strong interpersonal skills with emphasis on mutual respect, trust, and collaboration.

· Relentless attention to detail, deadlines, and cheerful reminders.

· Experience working in and building a team-oriented, collaborative environment.

· Able to effectively manage and motivate others at various levels of an organization.

· Excellent organizational and project-management skills.

· Proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint).

Education/Experience:

· Required:

o Bachelor’s degree in Human Resources, Business Administration, or related field required and minimum of five years of progressively responsible HR experience OR

o Ten years of progressively responsible HR experience;

o Knowledge of applicable federal and state laws including but not limited to FMLA, COBRA, ADA, FLSA, ERISA, HIPAA, OSHA;

o Experience working with diverse workforces.

· Preferred:

o Professional service or legal industry experience

o PHR/SPHR certification

Benefits:

We offer competitive compensation and benefits. You will work in a respectful and inclusive environment, and we will invest in your professional development. This is a full- time, exempt position, with a flexible hybrid work model.

About Greene Espel

Clients and legal-industry insiders alike recognize Greene Espel as a top-notch litigation and investigation boutique with a strong bench of high-quality legal professionals. Our practice encompasses trials and appeals, investigations and compliance, and dispute resolution and risk management. And our clients include Fortune 100 corporations as well as innovative startups and public-sector entities.

Greene Espel is committed to continuing to make diversity, equity, inclusion, and accessibility part of everything we do. We want every attorney and employee to bring their authentic self to work. We are a better firm—for our people, our clients, and the community—when we get this right. We are proud that Greene Espel encourages participation and contribution at every level. Everyone at our firm contributes to our representation of each client. We know that our collective intelligence is greater than any one person, and we are eager to bring the power of our teams to bear for our clients.

We are an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, ancestry, sex, national origin, sexual orientation, gender identity, affectional preference, disability, age, marital status, familial status, status with regard to public assistance, military or veteran status, or any other legally protected status.

To learn more about our Firm, visit our website at greeneespel.com.

Applying For This Position:

To apply, please send a cover letter and resume to Laura Broomell, COO, at [email protected].