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- Los Angeles, CA
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Morgan, Lewis & Bockius LLP • Los Angeles, CA
Posted 4 days ago
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Responsibilities include the overall planning, management, and administration of day-to-day human resources needs, including employee relations, workforce planning, talent and performance management, engagement and retention strategies, policy interpretation, and diversity and inclusion efforts. In addition, the HR Manager ensures compliance with the firm’s policies, procedures and business conduct as well as federal, state and local regulations.
General HR Management
- Advises attorneys, managers and 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 PG or 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. Partners with Employment Counsel as needed/required.
- 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, secondments, 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. S/he carries out supervisory responsibilities in accordance with the firm's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
EDUCATION AND EXPERIENCE
- Bachelor's degree in a related field required.
- Minimum seven (7) years of progressively responsible human resources leadership experience with at least three (3) years in a medium to large sized organization, preferably a law firm or professional services environment.
OTHER QUALIFICATIONS AND REQUIREMENTS
To perform the job successfully, an individual must demonstrate the following knowledge skills and abilities:
- Excellent written and oral communications skills.
- Participative and consultative management style.
- Ability to function as a hands-on practitioner.
- Ability to develop and motivate staff.
- Strategically oriented; capable of identifying and accomplishing long and short-term goals, projects and activities.
- Self-motivated; results oriented.
- Confident manner; ability to establish credibility quickly.
- Ability to work comfortably in a matrix organization.
- Ability to deal positively with adversity and difficult situations.
- Team player who can establish trust with all levels of personnel.
- Strong leadership and supervisory skills.
- Excellent judgment.
- Strong analytical and critical thinking skills.
- Ability to understand and contribute to the client’s business strategy.
- Strong project management skills.
- Budgeting experience.
- Ability to analyze complex professional documents, or government regulations, respond effectively to sensitive inquiries or complaints from clients or regulatory agencies, and effectively present information on complex or controversial topics to senior management or clients.
- Ability to travel as necessary.
To perform this job successfully, an individual must have a basic knowledge of / be proficient in software such as Kronos, Workday, MS Office or other enterprise HRIS applications and/or related software.
CERTIFICATES, LICENSES, REGISTRATIONS
Recommended but not required: PHR or SPHR certification.
Morgan, Lewis & Bockius LLP is committed to equal employment opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, veteran status, gender identity, genetic information, or any other characteristic protected by federal, state, or local law.
Pursuant to applicable state and municipal Fair Chance Laws and Ordinances, we will consider for employment qualified applicants with arrest and conviction records.
Morgan Lewis & Bockius LLP is also an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
If you are interested in applying for employment with Morgan Lewis and need special assistance or an accommodation to use our website or to apply for a position, please call or email the following contacts:
- Professional Staff positions – 1-866-963-7137 / firstname.lastname@example.org
- Lawyer/Summer Associate positions – email@example.com
Determination on requests for reasonable accommodation are made on a case-by-case basis.