General HR Management
· Advises staff regarding the application of personnel policies, compliance issues, and problem resolution.
· Ensures HR services are provided as appropriate, identifies new opportunities where HR can add value and maintains leading-edge knowledge of HR issues.
· Communicates, administers and interprets personnel policies and procedures to all personnel; provides HR policy guidance and interpretation.
· Sets long and short-term goals for HR function; participates in firm-wide strategic planning and initiatives.
· Provides coaching, consultation and support that contributes to the needs and business direction of the department.
· Manages specific HR projects as well as participating in functional and cross-functional initiatives.
· Maintains an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
· Manages and resolves complex employee relations issues.
· Develops and promotes feedback mechanisms.
· Supports firm’s management principles, policies and programs and ensures they are fairly applied.
· Advises all levels of management in the areas of personnel policies, performance management, problem resolution, discipline and termination.
· Conducts disciplinary and/or termination meetings with employees.
· Investigates complaints, makes recommendations and implements corrective action, where necessary.
· Regularly consults with Talent Management Center of Expertise, Labor Employment Counsel and Firm Employment Counsel, as needed.
· Conducts exit interviews and provides analysis as appropriate.
· Ensures compliance with legal requirements and government regulations, including EEO, FLSA, FMLA, TITLE VII, etc.
· Partners with local management and the Talent Management Center of Expertise to develop strategic staffing plans that effectively optimize talent, address performance gaps and develop performance and culture.
· Works with managers and employees to improve work relationships, build morale, increase productivity and retention.
· Focuses on employee engagement and retention strategies to help retain key staff by identifying trends, providing recommendations and implementing new initiatives.
· Effectively applies performance management to ensure that employees’ level of performance and capabilities meet current and future standards.
· Coordinates promotions, reduced schedule arrangements, work flow of those on leave, office transfers, etc.
· Conducts 90-day follow up meetings with newly hired staff, identifies and addresses issues.
· Manages voluntary and involuntary separation processes; conducts exit interviews; prepares packages, participates in termination meetings as necessary.
Performance and Compensation Administration
· Drives the annual and/or mid-year evaluation and performance review process for assigned groups.
· Participates in performance meetings.
· Reads evaluations to ensure accuracy and substance; ensures ratings accurately reflect performance.
· Works with leadership on recommendations for compensation and bonus adjustments.
· Monitors and understands ongoing performance issues.
The incumbent will be responsible for direction, coordination, and evaluation of direct-reports, where assigned. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.