Description

SUMMARY: The Chief Human Resources Officer (CHRO) will act as a key advisor to Firm leadership and a valued contributor on the executive team regarding human resources. The CHRO will report directly to the Chief Talent Officer (CTO) with accountability to the Firmwide Managing Partner.

ESSENTIAL FUNCTIONS:

• Collaborate with CTO and Firm leadership to develop and lead the planning, design, and implementation of human resources initiatives to support current and future business needs across the organization, specifically tailored to the needs of a law firm.

• Oversee and manage all aspects of human resources and the human resources department, including legal/regulatory compliances in all markets where the Firm operates, recruiting, performance management, engagement, learning & development, diversity, equity, and inclusion, compliance, and facilities, with a focus on legal talent.

• Manage and optimize the HR budget, ensuring resources are allocated efficiently to support HR initiatives and organizational goals.

• Monitor and report on budget performance, identifying areas for cost savings and efficiency improvements.

• Develop, recommend, update, and implement the Firm’s HR policies and procedures.

• Collaborate with and support the Firm’s Office of General Counsel regarding HR matters and related training and risk management.

• Lead and inspire a strong People team that partners with the organization to support strategic and operational objectives by hiring, retaining, mentoring, and growing high-performing legal talent.

• Support the Chief Diversity and Inclusion Officer in implementing the Firm’s diversity, equity, and inclusion (DE&I) strategy.

• Evolve the HR systems roadmap and lead the function to ensure accurate data, robust reporting, and technology-powered processes and programs specifically tailored for a law firm.

• Implement Talent Acquisition best practices to build out the recruiting plan, strategies to source the best legal talent, and enhance the employer brand within the legal industry.

• Oversee, research, develop, and implement competitive compensation plans, benefit programs, performance appraisal, and employee incentive programs tailored to the legal profession.

• Support succession planning for leadership and other critical roles within the law firm.

• Craft roles based on market availability and business needs, partnering to build assessments to evaluate legal competencies and skills and enhance the overall employment brand to attract top legal talent.

• Operationalize workforce planning and human capital budget alignment within the unique context of a law firm.

• Build and lead processes to promote internal employee communication and culture-building.

ADDITIONAL FUNCTIONS:

• Other special projects, as assigned.

QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES):

Education:

• Bachelor’s degree in business administration, HR management or related field required, advanced degree preferred. JD a plus.

Experience:

• A minimum of 15 years of progressive HR experience as a practitioner, with at least seven years of significant leadership experience at a strategic level working with senior leadership.

• Extensive familiarity of best-in-class HR practices and principles; strong mastery of and understanding of human capital management and employment laws, rules, and regulations; CA experience a plus.

Knowledge, Skills, & Abilities:

• Must possess strong initiative, a naturally collaborative approach, exceptional problem-solving and analytical skills, as well as strong business acumen. This leader must have the demonstrated capability to drive transformation across a large-scale, multisite services organization.

• A highly inspiring and credible business executive that leads with high-energy and a passion for the business and successful achievement of critical objectives.

• Demonstrate financial and analytical acumen as well as strong operations orientation and apply these talents in developing the HR operating plan and function.

• Ability to manage corporate capabilities including dealing with rapid changes in technology, the increasingly complex external context of government regulations and public policy.

• Demonstrated ability to develop, deliver and manage a comprehensive Employee compensation and benefit program.

• Demonstrated impact as a tenacious problem solver, with a history of taking creative and contemporary approaches while serving as a confident and trusted partner to Firm leaders.

• Comfort level in serving and influencing at the highest levels with the ability to lead through others.

• Superior communication skills with a keen sense of how to share a clear and compelling vision.

• History of courageous leadership with large scale transformations involving cultural evolution and significant changes in workforce strategy, ideally in conjunction with newly appointed members of the executive team.

• Integrity: Sets a good example of the behavior he/she asks for; Is honest, ethical, and trustworthy; Keeps promises and follows through on commitments; Takes responsibility for his/her own actions.

• Drive for Results: Sets high performance standards for his/her team; Creates a sense of accountability for results; Delivers superior results, even in challenging situations; Develops appropriate sense of urgency in others to complete tasks.

• Partner/Employee Focus: Establishes and maintains effective relationships with Partners and Employees by gaining their trust and respect; Finds solutions even with the most demanding Partners/Employees; Sets high standards of excellence for serving constituents; Responds to a Partner/Employee’s inquiry or problem in a timely and effective manner.

• Problem Solving: Uses rigorous logic and methods to solve difficult problems with effective solutions; Looks beyond the obvious and does not stop at the first answers; Seeks out and listens to all relevant sources for answers; Takes all important issues and perspectives into account when making decisions.

• Perseverance: Pursues everything with appropriate degree of urgency; Acts with consistent energy to achieve exceptional results; Demonstrates resilience, especially in the face of resistance or setbacks; Ensures follow through on commitments.

• Courage: Takes the lead to champion an idea or position regardless of popularity; Actively addresses disputes, conflicts, and/or controversies; Takes a stand to ensure all organizational values are demonstrated; Has the confidence to do what he/she believes is right, even though others may not agree or approve.

WORK ENVIRONMENT & PHYSICAL DEMANDS:

This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

PHYSICAL REQUIREMENTS

Sedentary work: Exertion of physical strength to lift, carry, push, pull, or otherwise move objects up to 10 pounds. Work involves sitting most of the time. Walking and standing is often necessary in carrying out job duties.

VISUAL ACUITY

Worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.

COMPENSATION & BENEFITS

The salary range reflects a variety of factors that are considered in making compensation decisions, including but not limited to experience, education, licensure and/or certifications, geographic location, market demands and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the range for a position. A reasonable estimate of the current range for this position is $380,000 to $450,000.

For information on Fox Rothschild's compensation and benefits visit: Compensation & Benefits (foxrothschild.com) (https://www.foxrothschild.com/careers-for-staff/compensation-benefits)

DISCLAIMER

The above is intended to describe the general content of and requirements for the performance of this job. It is not a contract or employment agreement and is not to be construed as an exhaustive statement of all functions, responsibilities, or requirements the employee may be required to perform, and the employee may be required to perform additional duties. Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will. Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation. If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position.

Equal Opportunity Employer - vets, disability

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)