Human Resources Director

Epiq , your work contributes to complex, global legal outcomes. You’ll join a values‑driven community where integrity guides decisions, relentless service sets the bar, and we thrive on big challenges together. We invest in your growth with enterprise‑wide learning and mobility. We celebrate who you are, and we respect life beyond work with flexibility that’s recognized externally. Enabled by modern platforms and AI, you’ll do the most meaningful work of your career and see your impact at scale. Job Description: The HR Director serves as the strategic HR leader for Epiq’s Class Action and Restructuring businesses, partnering with senior leaders to align talent and organizational strategies with business objectives. This role leads a team of three HR professionals who provide day‑to‑day HR support, allowing the Director to focus on workforce planning, organizational effectiveness, leadership coaching, talent strategy, and business transformation initiatives. As a trusted advisor to business leadership, the HR Director leverages people insights, workforce analytics, and innovative HR practices to drive organizational performance, employee engagement, operational excellence, and sustainable growth. This role partners closely with HR Centers of Excellence to develop, enhance, and implement solutions that meet the evolving needs of the business. Experience supporting global and geographically dispersed teams is preferred. Essential Duties and Responsibilities Strategic Business Partnership Serve as the primary HR advisor to senior leaders within the Class Action and Restructuring businesses. Align workforce, talent, and organizational strategies with business objectives, growth plans, and operational priorities. Lead workforce planning, organizational design, succession planning, and talent assessment initiatives. Leverage workforce analytics and business insights to identify risks, opportunities, and strategic recommendations. Leadership & Team Development Lead, coach, and develop a team of three HR professionals responsible for delivering HR business partner support across the organization. Provide guidance on complex employee relations, organizational, and talent‑related matters. Ensure consistent and effective delivery of HR programs, services, and employee support. Talent & Organizational Effectiveness Drive talent review, succession planning, leadership development, and employee engagement strategies. Partner with leaders to strengthen organizational capability, performance, and retention. Lead change management efforts supporting business growth, transformation, restructuring, acquisitions, and evolving workforce needs. Digital & Workforce Transformation Partner with business leaders to identify opportunities to improve organizational effectiveness, workforce productivity, and scalability through process optimization, technology, automation, and AI‑enabled solutions. Support workforce transformation initiatives that align talent strategies, skills, and organizational capabilities with future business needs. Champion innovative approaches that enhance employee experience, manager effectiveness, and operational efficiency. HR Program Leadership Partner with HR Centers of Excellence to design, enhance, and implement talent, compensation, performance management, leadership development, employee experience, and organizational effectiveness programs. Provide strategic guidance on complex employee relations, performance management, and organizational risk matters. Support enterprise‑wide HR initiatives and ensure alignment with company policies, culture, and business objectives. Qualifications 7+ years of progressive HR leadership or HR Business Partner experience supporting complex professional services, consulting, legal, financial services, or operations‑driven organizations. Demonstrated success partnering with senior executives on workforce strategy, organizational effectiveness, and business transformation initiatives. Experience leading and developing HR teams. Strong expertise in organizational design, workforce planning, talent management, succession planning, employee relations, and change management. Experience leading or supporting digital, workforce, or organizational transformation efforts. Demonstrated ability to leverage data, technology, automation, or AI‑enabled solutions to improve business and workforce outcomes. Strong executive presence, communication, influencing, and relationship‑building skills. Ability to balance strategic thinking with practical execution in a fast‑paced environment. Experience supporting global and geographically dispersed teams preferred. Bachelor’s degree required; Master’s degree, MBA, or related advanced degree preferred. SHRM‑SCP, SPHR, or equivalent professional certification preferred. #LI-TP1 The Compensation range for this role is 160,000 to 175,000 USD annually and may be eligible for an annual bonus. Your specific salary will be determined based on several factors: Location‑based market rate for the role Your abilities in relation to the job specification Performance during screening and interview Pay parity with the wider team in the considered location Further details about the package will be provided during the initial screening call with the Talent Acquisition Team. Epiq Leadership Compass Enterprise Decision Making Applies deep business and financial insight to guide strategic decisions, resource allocation, and thought leadership. Use financial and market expertise for long‑term direction Build strategic partnerships Promote a customer‑first mindset Allocate global resources for innovation and growth Cultivates a Growth Mindset Fosters innovation through curiosity, smart risk‑taking, and adaptability—aligning change with strategy for lasting impact. Promote curiosity and forward‑thinking Build a culture of innovation through partnerships Drive innovation to meet client needs Lead innovation with a clear vision Align innovation with market trends Builds Talented Teams Builds and develops inclusive, high‑performing teams aligned to strategic goals for exceptional talent and business results. Focus on employee engagement Build a strong talent pipeline Fosters Relationships & Collaboration Builds trust and alignment through open communication, shared goals, and strong partnerships to drive collective success. Build trust‑based partnerships Nurture long‑term relationships Remove collaboration barriers Celebrate cross‑team success Engages & Influences Inspires action and alignment through clear communication, purposeful influence, and a compelling vision. Use storytelling to build buy‑in Align communication with organizational goals Guild alignment through strong engagement Maximizes Performance Sets and reinforces performance standards that drive results, ensure accountability, and align with Epiq’s goals. Use data to identify improvement opportunities Make informed decisions Align team goals with boarder strategy Empower teams to manage their own goals Translate vision into clear priorities Prepare for disruptions with strong change management It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request. Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records. #J-18808-Ljbffr