Human Resources Manager, Attorneys – Mayer Brown LLP

Job Description

Overview

Mayer Brown LLP is a leading global law firm with offices in 27 key business centers across the Americas, Asia, Europe and the Middle East. We are a collegial, collaborative, and diverse firm where highly motivated individuals with an unwavering commitment to excellence receive the opportunity, support, and development they need to grow, thrive, and realize their greatest potential.

If you enjoy working with team members whose defining characteristics are achievement, initiative, professionalism, responsiveness, and adaptability, you may be the person we are seeking to join our Human Resources team in our New York office as our Human Resources Manager, Attorneys.

The HR Manager will serve as the expert in the attorney HR generalist function for the New York office, serving as a strategic partner to the practice leadership. HR Manager will provide direction and oversight for attorney HR processes. HR Manager will also consult with a variety of stakeholders to translate the Firm’s business objectives into actionable, integrated solutions. This role will use data and a collaborative approach to seek out opportunities and make proactive solutions to help advance our business goals.

This role partners with national team members to manage attorney HR policies, procedures and transactions across the employee lifecycle and works as part of a global HR team who are striving to deliver a high quality experience for lawyers and business services staff.

Responsibilities

Essential Functions:
• Proactively works with practice leaders to align HR programs and initiatives in support of business plans and objectives.
• Establishes the approach for all HR activity in the New York office for lawyers, through coordination with centralized and shared HR services teams.
• Monitors state labor and employment legislation, develops solutions / procedures and ensures compliance with all federal and state laws
• Maintains knowledge of legal industry trends among peer firms and initiates updates to policies and programs
• Proactively identifies process improvements and enhancements
• Participates in the development and support of the performance management process.
• Provides guidance to partners in the techniques for writing and presenting meaningful feedback.
• Manages development of templates to support array of attorney HR transactions
• Maintains Attorney Administrative Manual policies and procedures
• Works with the U.S. Attorney Student Recruitment team to oversee the management of the Summer Associate program in New York, including orientation, work assignments, evaluations, events, mentors, training, promotion of diversity initiatives, oversight of NY summer program budget and offer process in coordination with program leaders.
• Coordinates with NY office Hiring Partners and hiring committee to develop hiring goals, recruitment strategies for the NY office
• Works collaboratively with National Student Recruitment team to coordinate national OCI program, applicants for multiple offices, website, promotional materials, gifts, etc.
• Manages the on-campus recruitment program including on-campus interviews, call back interviews, events, etc.; travel to law school events as needed
• Facilities NY office hiring committee meetings
• Serves as expert working closely with labor and employment counsel and HR teams to review and troubleshoot non-standard attorney HR matters relating to:
• Leaves of absence for medical, parental, maternity, bereavement, compassionate care, personal, military, etc.
• Payroll issues and compensation policy questions
• Secondments to offices outside the US or clients
• Partner transitions and retirements
• Annual review and extensions of senior counsel and independent contractors
• Remote work arrangements in the US and outside the US
• Provide guidance with performance management / improvement plans
• Manage immigration issues for attorneys who are visa holders, working with Global Mobility lawyers
• Ensure onboarding process and messaging is up to date and covers key programs and policies
• Respond to inquiries regarding general policies, procedures and firm programs
• Partner with Legal Risk Management lawyer to ensure the bar license status complies with firm and state requirements.
• Manages sensitive attorney Employee Relations and other complex situations that have been escalated, coordinating with Employment Counsel as appropriate
• Utilizes data to support leaders in making people-related decisions
• Uses Peoplesoft to look up and report on attorney data, including headcount, attrition, new hires, diversity demographics, etc.
• Works with Employment Counsel on any necessary legal review exercise
• Creates two-way feedback channels and provides insights on needs of US offices to inform HR on approaches and offerings.
• Other duties as assigned or required to meet Firm goals and objectives

Qualifications

Education/Training/Certifications:
• Bachelor’s degree in a related field. An equivalent combination of education and/or experience may be considered in lieu of the degree when the experience has been directly related to the functions of the job
• SPHR, SHRCM-SCP or other HR certification preferred.
• Knowledge of US federal and state labor and employment laws

Professional Experience:
• Previous management experience, preferably in a law firm or professional services organization.
• 6-10 years of progressively responsible experience in Human Resources
• Demonstrated success partnering with business managers to develop and execute HR initiatives that align to business goals.

Technical Skills:
• Knowledge of best practices in HR programs and practices
• Demonstrated ability to coach and influence leaders
• Ability to consult with leaders, drawing out unseen needs and proactively identifying solutions
• Proficiency in Microsoft Office products
• Familiar with HR software preferred (Peoplesoft, Vi Desktop / Objective Manager – appraisals)
• Strong MS Office Suite capabilities (MS Word, Excel, Power Point)

Performance Traits:
• Exercises solid strategic thinking and problem-solving skills
• Strong written and verbal communications skills, able to communicate effectively with all levels
• Ability to foster an inclusive team environment
• Ability to work well under pressure and meet deadlines with shifting priorities
• High level of initiative
• Strong customer service skills, able to anticipate needs, highly responsive
• Strong attention to detail, organizational skills and ability to manage multiple priorities
• Maintains confidentiality and exercises discretion
• Process orientation, able to identify opportunities and solutions to improve efficiency and effectiveness.
• Exercises solid strategic thinking and problem-solving skills
• Must have excellent project management abilities.

Management Accountabilities:
• Demonstrated leadership experience
• Able to determine and implement change processes to improve workflow efficiencies
• Process- and service-oriented with strong leadership and project management skills
• Able to set priorities and delegate in an efficient manner

Physical Requirements:
• May require occasional lifting of up to 20 lbs.

The typical NY pay scale for this position is between $160,000 and $177,000, although the actual wage or salary could be lower or higher if the candidate’s education, experience, skills and internal pay alignment are different from those specified below.

The above is a general description of the essential duties associated with this position and does not represent an exhaustive or comprehensive list of all duties.

The Firm may modify and amend this job description at any time at its sole discretion. Nothing herein creates a contract of employment or otherwise modifies the at-will nature of employment.

We offer competitive compensation and comprehensive benefits, including medical/dental/vision/life/and AD&D insurance, 401 (k) savings plan, back-up childcare and eldercare, generous paid time off (PTO), as well as opportunities for professional development and growth. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.