We have an exciting opportunity for a Human Resources Manager in the Washington, DC office at Eversheds Sutherland (US) LLP. We are searching for someone who wants to be a valued contributor and member of a talented and dynamic team of lawyers, paralegals and business professionals.

The Human Resources (“HR”) Manager leads and implements human resources policies, practices, and objectives in assigned regions/offices that result in an employee-oriented, high performance culture emphasizing teamwork, critical thinking, respect, creativity, quality, productivity, and assists in driving the creation and maintenance of the staff and paralegal workforce. The HR Manager will partner very closely with the Senior Benefits Manager with Leave, FMLA and Wellness.

Responsibilities and Duties:

Staffing Management:

Manages non-legal recruitment activities (within appropriate regions) with Talent Acquisition Manager, including sourcing and screening of applicants, administering pre-employment tests, interviewing, consulting with hiring supervisor(s) and staff department heads, reference checking, making hiring and salary recommendations to Director of Human Resources, preparing and extending offer letters and all relevant documents; handling onboarding, etc.
Handles departure processes and exit interviews for staff and paralegals, analyzing the information for patterns and trends.
Manages and monitors the day-to-day workflow of paralegals in appropriate regions.
Manages monthly profitability of all paralegal hours and workload.
Manages onboarding and off boarding in appropriate regions, when appropriate.

Benefits:

Partners with Benefits team to manage and track the leave and wellness process firmwide.

Training and Development:

Identifies training and development needs to continually expand the administrative staff and paralegal skill competency levels.
Proactively creates, delivers, and revises training and development programs, sometimes in partnership with other departments, to ensure optimal outcomes.

Employee Relations:

Coaches and develops non-managerial staff on all human resources issues including communication, feedback, recognition, and developmental and disciplinary issue responsibilities.
Addresses and resolves employee relations issues in an effective and timely manner, ameliorating issues before they escalate.
Documents and reports all employee relations and recommendations to Director of Human Resources.

Performance Management:

Participates in staff and paralegal performance evaluation, merit increase and bonus program processes.
Provides day-to-day coaching, counseling and disciplinary actions guidance. Monitors the results and follows up as appropriate.

Compensation:

Plays key role, with leadership of the HR Director, in the staff and paralegal annual review, merit increase, bonus processes and budgets of activities in appropriate region.
Prepares draft compensation and bonus recommendations of staff and paralegal to Director of Human Resources.
Manages overtime for all staff in region and report attentions to Director of Human Resources.

Compliance/Risk Management:

Remains current on local changing legal requirements.
Responds to inquiries and requests from state/federal/local agencies (Department of Labor).
Escalates and alerts Director of Human Resources about issues of concern.

Professional Development/Continuous Improvement/Best Practices:

Recommends new programs and changes to existing programs.
Stays current on local HR trends and best practices, both in general and in law firms.
Actively participates in professional HR associations to represent appropriate offices, identify HR best practices, network with colleagues, etc.
Recommends new approaches, policies, and procedures to effect continual improvements in the Department.

HR Systems and Processes:

Manages the creation and maintenance of department records and files, including personnel, I-9, medical files and records.
Manages the maintenance, review, and communication of records required by law or local governing bodies, or other departments in the organization.
Works with the HR Operations Manager in updating job descriptions.
Assists in the implementation of HR policies and procedures. Recommends changes as appropriate.
Manages the timely processing of change notifications to all functioning departments.
Manages reference and verification of employment requests for all personnel within appropriate region and files.
Manages wage notices for appropriate region (as applicable).
Prepares and monitors monthly HR metrics and reports and other required reports.

Firm Culture:

Keeps current on the “temperature” and morale of the assigned offices.
Manages and designs social activities to enhance communication, morale and the employee/employer relationship.
Maintains an environment of trust, teamwork, development, and empowerment through quality communications, relationship building, and coaching.
Develops and maintains effective relationships to be able to effectively identify and respond to current and future people-related issues, concerns, and needs.
Perpetuates an open and inclusive environment through relationship building, effective communications, visibility, employee engagement programs, an open door policy, and consistency.
Works to get early buy-in and support for initiatives.
Actively contributes and collaborates with all HR team members.

Other:

Performs other duties and projects as required and assigned by the Director of Human Resources.

Knowledge, Skills and Abilities:

A Bachelor's degree from an accredited college or university is required. A post-graduate degree in Human Resources or related field is a plus.
At least ten (10) years of experience as an HR Manager or HR Generalist in a large, matrixed, multi-office professional services organization is required, with a preference for law firm experience.
Competent in all aspects of HR, including relevant state, federal and local laws and statutes including state employment laws for New York and Washington, DC.
Possesses:
Outstanding client service skills, including excellent verbal, written and listening communication skills.
Exemplary judgment and professional maturity.
Proven ability to motivate, influence others, and build consensus, utilizing diplomacy and tact.
Excellent organization skills and processes.
Ability to respond positively and quickly to changing circumstances and priorities.
Quickly and easily builds relationships with individuals at all levels.
Committed to mentoring, developing, and helping others succeed, and to developing and retaining top talent.
Committed to continuous learning and professional development, both personally and for employees.
Gifted at developing viable options and delivering practical solutions to complex issues.
Pragmatic problem solver.
Models and employs diversity and inclusion best practices.
Effectively prioritizes workload, manages projects, and handles responsibilities, meeting short and long-term deadlines.
Possesses critical thinking, follow through and execution.
Exercises discretion, professionalism, and confidentiality.
Excellent computer skills and knowledge of MS Office Suite. Proficient with Outlook, especially Excel and PowerPoint.

This is a hybrid role and will require on-site presence 3 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $108,000 - $170,000, with offers contingent upon the various factors. The firm’s compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities.

Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm’s offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

Eversheds Sutherland

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