Human Resources Manager

About Hinshaw & Culbertson LLP

Hinshaw & Culbertson LLP is a U.S.-based law firm with offices nationwide. The Firm's national reputation spans the insurance industry, the financial services sector, and other highly regulated industries. Hinshaw also serves as counsel to the professional services sector and provides business advisory and transactional services to clients of all sizes.

Why Join the Team?

Are you ready to join an exceptional, high-performing team that epitomizes collaboration? We seek a talented individual like you to become part of our dynamic and highly efficient HR team. As an HR Manager with us, you will experience working alongside passionate professionals committed to maintaining a cohesive work environment. Embrace this opportunity to contribute and develop your expertise in Human Resources and be a pivotal force in our team's success. Together, we strive to attract and retain top talent while fostering an environment of wellness, mutual support, and growth. Join us on this rewarding journey, where your skills and diverse ideas will be valued, and your contributions will make a difference in the employee experience.

What You Will Do (Overview)

Reporting to the Chief People Officer, the National HR Manager partners with business leaders to implement and execute HR strategies focused on recruiting, talent management, process redesign, organizational effectiveness, workforce planning, and employee engagement. The National HR Manager is also responsible for managing employee relations matters for the Firm while overseeing employee policies, processes, and procedures in accordance with Federal, State, and local employment laws.

Duties & Responsibilities

• California employment law knowledge required
• Proven experience as an HR Business Partner or similar Senior level strategic role. Law firm experience preferred

HR Strategy and Collaboration:

• Identify needs, analyze metrics, and adjust HR strategy to support firm objectives and provide valuable decision-making insights.
• Analyze internal trends and external market forces to make recommendations to improve employee engagement and reduce business risk.
• Collaborate in the implementation of Human Resources tactics and programs.
• Engage with leadership to ensure HR initiatives are adapted, applied, and delivered to support current and anticipated firm objectives.

Organizational Development:

• Support strategic initiatives and help drive organizational culture and values.
• Collaborate on organizational restructuring and job design to optimize efficiency and performance.

Employee Relations:

• Solicit and listen to employees' concerns and take an active role in resolving problems.
• Work with management, legal counsel, and employees to investigate, document, and resolve alleged law violations and charges of discrimination or harassment.
• Manage employee relations issues from beginning to end, including performance improvement plans, complaints investigation, and management separations.

Employee Development:

• Collaborate with administrative leaders on employee development needs and individual development plans.
• Identify training and development needs across the Firm and design/implement targeted leadership development programs.
• Encourage a culture of continuous learning and development to foster employee growth and career advancement.

Total Rewards:

• Conduct comprehensive internal and external compensation data analysis to ensure pay equity, competitiveness, and alignment with industry standards.
• Recommend and participate in the development of compensation policies and guidelines.
• Collaborate with HR leadership and business managers to design and implement effective compensation programs that support the organization's overall compensation strategy.
• Review job descriptions and evaluate job classifications to determine appropriate salary levels and structures.

Compliance and Risk Management:

• Provide advice and counsel to attorneys, management, and staff on all HR policies and procedures.
• Demonstrate knowledge of and follow all applicable federal and state compliance requirements and regulations.
• Monitor feedback from various sources (new hire surveys, engagement surveys, exit interviews, and social media) to understand possible risk areas and cultural needs.

Staffing and Talent Acquisition:

• Partner with leaders to design, develop, and execute administrative staffing strategies for attracting and selecting high-potential talent.
• Facilitate talent planning for administrative functions to aid in succession planning.

Leave Management:

• Oversee Third Party leave administration of all employee leave programs, including but not limited to medical leave, family leave, personal leave, paid time off (PTO), and other applicable leave categories.
• Serve as employees' primary point of contact regarding leave-related questions and concerns.
• Maintain accurate and up-to-date records of employee leave balances, accruals, and usage in the HRIS system or designated leave management tool.
• Generate regular reports on leave usage and trends for HR and management review.

Vendor Management:

• Responsible for identifying, selecting, and negotiating with vendors/suppliers as required.

Qualifications

• Bachelor's Degree
• Proven experience as an HR Business Partner or similar Senior level strategic role. Law firm experience preferred
• California employment law knowledge required
• Strong understanding of HR best practices, employment laws, and industry trends
• Expertise with federal and multi-state employment laws
• Ability to partner effectively with stakeholders at every level of the Firm and manage relationships with poise and candor
• Sound judgment and problem-solving skills
• Analytical mindset with experience in HR data analysis and reporting
• Proven ability to handle confidential information with discretion
• Experience managing complex employee relations issues, investigating and reporting complaints, and managing terminations
• Ability to adapt quickly to change and shifting priorities while maintaining a high level of service and support
• Experience with Human Resources Information Systems (HRIS), ADP Workforce Now preferred
• Proactive, solutions-oriented approach to HR challenges and opportunities
• Proficiency in HRIS and MS Office applications, especially PowerPoint and Excel

Health & Wellness

At Hinshaw, Total Compensation is much more than your base salary. We invest in your well-being by offering a competitive benefits program to align with our workforce's changing needs. These components represent a significant portion of your total compensation and demonstrate how we support the multiple facets of your life.

• Personal Well-being: Medical Insurance, Dental Insurance, Vision Insurance, Flexible Spending Account, Health Savings Account, Short-Term Disability, Long-Term Disability, Livongo Disease Management Program
• Financial Well-being: Basic Life Insuranceand AD&D, Voluntary LifeInsurance, 401(k) withDiscretionary ProfitSharing, Allsup MedicareCounseling
• Family Support: Parental Leave; Backup Childcare and Family Support, Health Advocacy Services, Hinshaw Caregiver Circle Employee Resource Group
• Work & Life Generous Paid Time Off, Paid Holidays, Life Assistance Program, Commuter Benefits, Travel Insurance, Discount Program, Peer Recognition Program, Referral Bonus, Hybrid WorkArrangements, 35-hour workweek
• Compensation: Competitive Base Pay, Discretionary Annual Bonus for eligible employees, Anniversary Program

Equal Employment Opportunity

At Hinshaw, we are committed to creating an equitable work environment through collaboration and professional interactions with colleagues. All candidates receive consideration for employment without discrimination based on actual or perceived race, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, gender identity or expression, pregnancy, childbirth, or related medical conditions, marital status, familial status, veteran status, order of protection status, unfavorable discharge from the military, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. All employment decisions are based on qualifications, merit, and business need.

Mansfield Rule - Boosting Diversity in Leadership

As part of Hinshaw's commitment to meaningful growth in diversity, equity, and inclusion initiatives, we are proud to join 49 new firms for Mansfield Rule 6.0 Certification. More than 160 law firms have signed on to Mansfield amidst the estimated 439,740 law firm businesses in the United States, illustrating how this commitment makes our Firm a leader in putting diversity into action.

Only candidates contacted for an interview will receive a response. As an EOE/AA employer, Hinshaw & Culbertson LLP will not discriminate in its employment practices due to an applicant's age, race, color, religion, sex, sexual orientation, gender identity, national origin, and veteran or disability status.