Human Resources Manager (Chicago Office)

The Human Resources Manager (Chicago Office) will work collaboratively with attorneys, management, and business professionals in the Chicago office to deliver value-added service, aligned with the office and firm's strategic direction, vision, and values.

The role holder will serve as a trusted advisor to management on human resource-related issues; act as an employee champion and change agent; assess and anticipate HR-related needs; communicate needs proactively with our Human Resources team and business management and develop integrated solutions; maintain an effective level of business knowledge about the Chicago office and Firm, its strategic plans, its culture, and its competition.

This is a highly collaborative role, requiring close liaison with the Country Head - US Talent Management (TM), United States, and other office-based TM Human Resources Managers in NA. This is an essential role on a team of TM professionals providing consistent, high-quality human resources support to office management, practice group leaders, and functional business professional leaders. It is a hands-on position requiring proactive and reliable human resources advice and service.

Responsibilities:

• Operate as a Human Resources advisor for the Chicago office to understand the strategic needs of the people; liaise and coordinate with our People functions (Leadership & Learning, Careers & Performance, Recruitment & Mobility, Diversity & Inclusion) to jointly deliver best-in-class solutions that deliver against the requirements of North America.
• Consult with supervisors/managers to provide day-to-day performance management guidance or human resource advice (e.g., coaching, counseling, career development, disciplinary actions).
• Mobility: liaise with Global Mobility Advisory Group on mobility issues and serve as the local point of contact for incoming and outgoing mobility.
• Manage and resolve complex employee relations issues, conduct effective, thorough, and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; partner with the legal department as needed/required.
• Analyze trends and metrics in partnership with the NA Human Resource team to develop solutions, programs, and policies.
• Planning and management: partner with management and employees to improve work relationships, build morale, increase productivity, retention, workforce planning, and succession planning, identify training needs and individual executive coaching needs, and liaise with appropriate People functions to make recommendations.
• Recruitment: determine needs, evaluate staffing options, liaise with the Recruitment team during the planning and offer process, coordinate on-boarding/induction.
• Provide human resource policy guidance and interpretation.
• Develop contract terms for new hires, promotions, and transfers.
• Participate in evaluation and monitoring of training programs to ensure success; follow up to ensure training objectives are met.
• Process employee terminations to comply with Firm guidelines, including conducting departure meetings.
• Manage partner on-boarding and departures ensuring compliance with Firm standards.
• Drive and provide leadership for office meetings and committees; partner meetings, associate committees, diversity, and women's committees, and administrative management meetings.
• Performance Management: manage business professionals’ performance management processes, e.g., annual evaluation and promotion processes, evaluate performance results with supervisors/managers.
• Collaborate with Talent Management Practice Group HR Managers and practice group leadership to administer attorney performance and compensation management and deliver attorney development initiatives.
• Career Development: consult as needed on lawyer and business professional programs in partnership with the NA Leadership and Learning team; provide individual career development coaching recommendations as needed.
• Organizational Development e.g., follow-up on BakerYou within the office, consistent with the overall NA approach; focus on improving engagement.
• Integration: serve as a key liaison to support and facilitate the integration of attorneys and business professionals.
• Partner with the People and NA leadership teams to help develop optimal People strategy, infrastructure, and resources for NA.
• Other duties as assigned.
• Handle other special projects/initiatives as assigned.

Skills and Experience:

• Bachelor’s degree focusing on Human Resources, Industrial Psychology, Organizational Development, Management, or other related areas preferred; professional human resources certification highly desired.
• Extensive experience in HR/Talent Management, preferably in a professional services and/or law firm environment.
• Strong knowledge of HR functional disciplines (employee relations, staffing, compensation, organizational development, training, and employee development).
• Knowledge of local and state employment laws and statutes.
• Experience working across multiple locations and jurisdictions.
• Excellent written and verbal communication skills; fluent written and spoken English is required.
• Demonstrated ability to solve problems and drive results with a sense of urgency in setting strategies and executing against the objectives.
• Proven ability to influence, interact, and consult with senior leaders, strong collaboration skills, and effective stakeholder management.
• Strong coaching, counselling, business acumen, and overall communication skills.
• High level of discretion, diplomacy, and a commitment to maintaining the highest level of confidentiality.

This position is bonus eligible and includes benefits such as medical, dental, vision, and 401(k) based on number of hours worked. The US base compensation for this position is expected to be $130,000 to $150,000 annually if located in an office in the city of Chicago. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.