Chief Human Resources Officer

Position Title: Chief Human Resources Officer

Position Reports To: Chief Operating Officer

Date: April 2026

Basic Function

The Chief Human Resources Officer (CHRO) is responsible for developing and implementing human resources (HR) strategies and initiatives that align with the overall business strategy. This role oversees all aspects of human resources practices and processes, including talent acquisition, compensation and benefits, labor relations, training and development, employee relations, and compliance. The CHRO serves as a strategic partner to management and a trusted advisor on complex HR issues.

Key Responsibilities

Policy Development & Compliance

• Develop and implement HR policies and procedures that promote a positive work environment and ensure compliance with federal, state, and local employment laws.
• Maintain and update the employee handbook and other HR documents as necessary.
• Provide guidance to firm leadership on legal requirements and address any compliance‑related issues promptly to mitigate risk.
• Consult legal counsel to ensure that policies comply with federal, state, and local laws.

Talent Acquisition & Workforce Planning

• Manage the recruitment and selection processes, including job postings, interviewing, hiring, and onboarding.
• Collaborate with firm leadership to forecast staffing needs and develop workforce plans.
• Implement effective sourcing strategies to attract a diverse pool of qualified candidates.
• Actively engage with the Attorney Recruiting Committee. This includes planning monthly meetings, coordinating recruitment events, evaluating candidate qualifications, and collaborating with committee members to enhance the firm’s talent acquisition efforts.

Compensation & Benefits Administration

• Develop and manage competitive compensation and benefits strategies based on market research and industry surveys.
• Administer and coordinate all firm benefit plans, including processing benefit enrollments, updates, and changes; reviewing and approving benefits invoices; and coordinating benefit plans with the firm’s benefit brokers.
• Ensure timely and accurate payroll processing in collaboration with the finance department.
• Conduct annual non‑discrimination testing for benefits programs.

Employee Relations & Performance Management

• Serve as a point of contact for employee concerns, conducting investigations and resolving issues in a timely and confidential manner.
• Coordinate non‑partner performance appraisals and maintain the performance appraisal calendar.
• Implement performance management systems to evaluate employee performance and provide feedback.
• Support managers in addressing performance issues and implementing improvement plans.

Training & Development

• Collaborate with the Attorney Professional Development Program Manager to assess and identify training needs for attorneys, paralegals, and law clerks, ensuring alignment with the firm’s strategic objectives and commitment to continuous professional growth.
• Coordinate and facilitate training sessions, workshops, and seminars.
• Monitor and evaluate the effectiveness of training programs.
• Monitor and verify that all attorneys meet their jurisdiction‑specific Continuing Legal Education (CLE) obligations, including timely completion of required credit hours and adherence to reporting deadlines.

HR Metrics, Reporting and Miscellaneous

• Ensure compliance with data protection regulations and maintain confidentiality and integrity of HR information and records.
• Generate reports on HR metrics such as turnover rates, absenteeism, and training effectiveness.
• Analyze workforce data using advanced analytics and reporting tools to inform HR decisions.
• Write and deliver presentations to the firm leadership regarding HR policies and practices.
• Continuously evaluate and optimize HR technology solutions to meet the evolving needs of the firm.
• Special projects or duties as assigned.

Management Responsibilities

• Directly manage the Legal Assistants and Receptionists and plan coverage during vacations and other unplanned absences.
• Ownership of the firm’s docketing system, ensuring effective management and adherence to standard operating procedures.
• Demonstrated proficiency in utilizing Human Resources Information Systems, payroll platforms, and advanced data analytics and reporting tools.
• Actively participate in Senior Staff meetings and contribute as a member of the CLE, Training, Wellness, and Intranet Committees.
• Coordinate staff appreciation and annual charity events.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Education and/or Experience

• Bachelor’s degree in a related field.
• Minimum 10 years Human Resources managerial experience in a professional services organization.

Knowledge, Skills and Abilities

• Be above reproach, both in fact and in perception, in maintaining the utmost confidentiality in dealing with employee issues, records, and related business information.
• Ability to work in a high‑pressure, fast‑paced environment requiring effective multi‑tasking. Responsiveness to deadlines is critical.
• Possess very strong interpersonal (friendly, approachable, fair‑minded) and communication (oral and written with all levels in the organization) and analytical/problem‑solving skills.
• Strong technical knowledge of Benefit Plans.
• Possess strong leadership skills and ability to interact easily with all levels in the organization.
• Strong initiative, administrative, organizational skills and attention to detail important. Professional appearance, service‑oriented attitude.
• Ability to read, analyze, and interpret general business periodicals, professional journals, and governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers and employees.

Physical Demands

• The physical demands described here are representative of those that an employee must meet to perform the essential functions of this job successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
• While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to walk, sit, and use their hands to finger, handle, or feel objects. The employee is occasionally required to reach with hands and arms and stoop, kneel, or crouch. The employee must occasionally lift and/or move up to twenty pounds. Specific vision abilities required for this job include close vision, as work is often performed on a personal computer.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written or oral form.

Technical Requirements

• Proficient in Microsoft Word, Excel, Outlook and document management systems such as iManage.
• Working knowledge of data analysis and manipulation typically found in HRIS systems.
• Knowledge of all office equipment.
• Payroll software experience required, preferably ADP Workforce Now.

Comments

Position requires a proactive, detail oriented person with organizational and strong administrative skills. The person should possess the ability to take initiative and interact with all levels of management and staff with tact and diplomacy. Position requires a demonstration of effective oral and written communication skills, self‑motivation and the ability to work independently. The ability to perceive and analyze problems, develop alternatives and make or recommend sound decisions are essential. Importantly, the position requires strong interpersonal, leadership and communication skills.

The above descriptions are not intended to be an “all-inclusive list” of the duties and responsibilities of the position described, nor are they intended to be such a listing of the skills and abilities required to do the job. Rather, they are intended only to describe the general nature of the position.