Human Resources Manager, Law Firm Operations (Brand-New Seat, Am Law 26 Growth) - 3643852

Pave Talent is hiring on behalf of our client, a large, well-established professional services firm with thousands of professionals across dozens of offices nationwide and abroad. The firm just closed its strongest financial year to date, with strong double-digit revenue growth. This role sits within the firm's dedicated business operations hub, distinct from where its client-facing professionals are based, serving as the hub for HR, finance, IT, and marketing firmwide. Operators who want to stay close to the work, not HR leaders looking to go purely strategic People who lead by coaching a team day to day, not from a distance Candidates who want to join an established, well run team and earn trust before changing anything Backgrounds in professional services HR or another compliance heavy environment If you want a mandate to overhaul a broken department, or you have moved fully into strategy and away from execution, this is not the right seat. This is a brand new layer of management, not an existing seat with a fixed shape. You will be the first to hold this title, reporting directly to the Assistant Director of Human Resources, with real room to define how it works. The leadership chain above this role has real staying power. Each person you report through has been with the firm for 12 to 17 years. You are joining people who know the organization deeply, not a revolving door. You will report to the Assistant Director of Human Resources and lead a team of six HR analysts, coordinators, and senior analysts across the firm's Tampa operations hub and two other offices. This team already runs well; your job is to run it day to day, keep it compliant, and make it better over time. Manage and coach a six person HR Operations team through daily priorities and performance Own Workday transactions, background checks, onboarding, offboarding, and timecard administration Lead I-9 (Employment Eligibility Verification) processing, coordinating with immigration counsel when needed Prepare and review EEO-1 (Equal Employment Opportunity) filings and other regulatory reports Audit the firm's HRIS (Human Resources Information System) data for accuracy and compliance Guide managers and employees through sensitive HR matters with sound judgment and discretion Design and deliver training on HR policies, procedures, and compliance topics Drive process improvements, including system upgrades and digital transformation projects Maybe you are not actively looking. But if you want a real management title, a team of your own, and a firm that is actually growing, this is worth a conversation. The hiring manager put it simply: "we really do have some really nice tenure in our HR department, you are coming in to people who know what is going on and have a good sense of the organization." This is a hands on operations seat, not a strategy chair. The hiring manager was direct: "they don't want someone that's trying to be super strategic, they want an operational person that's going to come in and help them do the day to day." If you have moved into pure strategy, this will feel like a step back. 10 to 15 years of progressive HR experience, still hands on and close to the work Prior supervisory or team leadership experience Working knowledge of I-9, EEO-1 reporting, unemployment claims, and onboarding and offboarding Strong knowledge of employment law and compliance requirements Bachelor's degree in business, human resources, or a related field Workday or a similar HRIS platform Professional services background (a plus, not required) PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources), or SHRM-CP/SCP (Society for Human Resource Management Certified Professional) certification Experience supporting employees across multiple offices or states #J-18808-Ljbffr Pave Talent