Director of Human Resources

Wheeler Trigg O’Donnell (“WTO”) was established in 1998 and currently numbers more than 100 lawyers. The firm represents sophisticated clients in high-stakes civil trials, appeals, and related litigation ranging from complex commercial to class actions to catastrophic torts. WTO lawyers have taken more than 1,100 trials and arbitrations to verdict or award and hundreds of appeals to opinion in 45 states and Washington D.C., with exceptional results for our clients. Summary/Objective Wheeler Trigg O’Donnell is seeking a Director of Human Resources. If you are looking for a senior leadership position with a seat at the table, you’ve found it. The Director of Human Resources provides strategic direction and trusted advice & counsel on all matters related to professional staff, including workforce planning, performance management, compensation, culture, engagement, and employment risk. The role oversees the firm’s HR operations, payroll, benefits, policies, and HR systems, while also shaping people strategies that support the firm’s long‑term success and high‑performance culture. Reporting to the Chief Talent Officer, the Director of Human Resources works closely with firm leadership, department heads, and external advisors to ensure the firm attracts, develops, retains, and supports exceptional professional staff and continues to operate with integrity, sound judgment, and legal compliance. Key Responsibilities Strategic Leadership & Advisory Role Serve as a trusted advisor to firm leadership on professional staff talent, performance, engagement, and organizational health. Partner with leadership on workforce planning, succession planning, and organizational design to support firm priorities and growth. Provide thoughtful guidance on sensitive and high‑risk employment matters, balancing empathy, accountability, and risk management. Anticipate emerging talent, compliance, and engagement challenges and recommend proactive solutions. HR Operations, Payroll & Benefits Provide executive oversight and governance of all HR operations, including payroll, benefits, HR systems, employee data, and reporting. Ensure accurate, timely payroll processing and compliance with applicable federal, state, and local laws and firm policies. Oversee benefits programs and vendor relationships, including health, retirement, leave, and wellness offerings. Continuously assess and improve HR infrastructure, systems, and processes to support scalability, efficiency, and positive employee experience. Employee Policies, Compliance & Risk Management Maintain and steward employee policies, the employee handbook, and HR procedures. Ensure firmwide compliance with employment laws and regulatory requirements. Partner with internal and external counsel on employment issues, investigations, and risk mitigation strategies. Train and advise leaders on policy interpretation, documentation, and employee relations best practices. Performance Management & Professional Staff Development Design, lead, and continuously improve the firm’s performance management framework for professional staff. Partner with leaders to clarify expectations, reinforce accountability, and support development and advancement. Coach leaders on performance management, difficult conversations, and development planning. Support learning, training, and development initiatives that strengthen client service, teamwork, and operational excellence. Recruiting & Retention Oversee recruiting and onboarding for professional staff roles, ensuring a consistent, thoughtful candidate experience. Develop and implement retention strategies focused on engagement, career development, and recognition. Monitor trends in turnover, engagement, and market competitiveness, and advise leadership on response strategies. Collaborate with leaders to strengthen mentorship, communication, and connection across the firm. Culture, Employee Engagement & Experience Serve as a visible and trusted resource for employees across the firm. Lead firmwide culture and engagement initiatives aligned with firm values and strategic goals. Partner with leadership to assess engagement, morale, and organizational effectiveness. Support programs that reinforce inclusion, recognition, communication, and a strong sense of community. HR Team Leadership Lead, mentor, and develop the HR team, fostering a high performing, service oriented, and trusted function. Set clear priorities, expectations, and accountability for the HR team. Establish strong service standards, decision frameworks, and escalation protocols. Promote sound judgment, professionalism, and discretion in all HR work. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities, that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Qualifications Experience & Credentials 10 - 15 years of progressive human resources leadership experience in a law firm or professional services environment. Demonstrated experience advising senior leaders on complex, high judgment people matters. SHRM SCP or SPHR certification strongly preferred. Bachelor’s degree or equivalent experience required. Skills & Attributes Excellent judgment, utmost discretion, and integrity. Demonstrated experience overseeing payroll, benefits, policies, and HR operations. Strong communication and relationship‑building skills. Hands-on experience with HCM platforms (ADP preferred). Practical, solutions‑oriented mindset with strong attention to detail. Proven ability to work and collaborate with cross-functional teams to achieve strategic goals. Ability to balance empathy with accountability. Comfortable operating in a high‑performance, fast‑paced environment. Work Environment The team atmosphere is fostered not only by the lawyers, but by all members of the professional staff. Our firm’s employees are proud of collaborating to service firm clients. Our commitment to teamwork allows us to tap multiple fields of experience from our range of practice areas, ensuring our ability to meet each client’s individual needs. Our team approach enables us to analyze a situation from several points of view until we uncover the advantage that makes the difference for our client. Position Type/Expected Hours of Work This is an exempt position, and is not entitled to overtime pay. Regular hours are Monday through Friday, 8:00 a.m. to 5:00 p.m. Travel Travel is limited and primarily local during the business day, although some out-of-area and overnight travel may be needed. Salary Range: $180,000-$220,000 annually. The final salary will be commensurate with education and experience. Additionally, the firm provides standard benefits including health insurance, 401(k) contribution, and paid time off, with annual bonus potential based on firm performance. Colorado Residents: Please do not respond to any questions in this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information. An Equal Opportunity Employer We are an Equal Opportunity Employer (EOE) that values and respects the importance of a diverse and inclusive workforce. The firm’s policy is to recruit, hire, train, and promote persons in all job titles without regard to race, ethnicity, religion, sex, age, veteran status, disability, sexual orientation, or gender identity. We recognize that diversity and inclusion are driving forces in the success of our firm and help our trial teams deliver superior client service informed by diverse viewpoints. We give equal opportunity to all qualified applicants, and we always use job-related factors to make selection decisions.aa415a4b-8b21-40fc-a65c-70d2b25ca29a