HR Manager

Human Resources Manager The Human Resources Manager partners closely with the Firm's Executive Director and Managing Partner to shape and execute the firm's strategic vision. This role is a member of the Administrative Management Team, drives firm culture, enhances employee engagement, and ensures the organization has the talent, structure, and systems necessary to achieve strategic goals. The Human Resources Manager oversees all HR operations including Compliance, Payroll, Compensation, Performance Management, Benefits Administration, Recruiting, Employee Engagement, Professional Development, Organizational Structure, Employee Relations, Productivity, and Training ensuring consistent, high-quality support to partners, attorneys, legal support staff, and administrative personnel, while maintaining operational excellence and regulatory compliance. This position also develops, implements, and communicates HR policies, procedures, and best practices that align with legal requirements and the firm's long‑term objectives. The Manager mentors and provides strategic guidance to direct reports and the broader team ensuring professional growth and departmental effectiveness. The role emphasizes mentorship, coaching, and professional development for staff at all levels, as well as ongoing development of the Manager's own leadership and HR expertise. JKZ employees are expected to "Think Outside the Box," applying creativity, sound judgment, and initiative to deliver thoughtful solutions and exceptional client service. The Human Resources Manager is expected to model and uphold JKZ's mission, vision, and values in all professional interactions and to consistently produce work that meets or exceeds the JKZ Standard. Direct Reports: Dotted line to Training & Development Manager HR Generalist Payroll/Operations Specialist 1. Human Resources & Employee Management Develop, implement, and maintain HR policies and programs ensuring compliance with federal, state, and local employment laws, including multi-state and remote employee regulations. Oversee full‑cycle recruitment for attorneys, legal support staff, and administrative professionals including onboarding training. Develop, implement and administer the performance management process. Oversee the payroll process, including training of payroll team members and ensuring wage and hour compliance for multiple states. In coordination with practice group managers, supervise legal support staff (legal secretaries and practice assistants), ensuring workload balance, quality, efficiency, and professional/skills development. Serve as a liaison between employees and management, addressing employee relations matters with discretion. Partner with the Executive Director on compensation strategy, including annual raises, bonuses, benchmarking and new‑hire recommendations. Design, implement and administer benefits programs, including 401k administration. Monitor productivity, workload, and team dynamics; proactively address performance and disciplinary matters. Identify, design, and implement professional development and leadership training programs. Mentor and coach personnel at all levels, including direct reports, legal support personnel, and managers. Model ongoing professional growth, pursuing opportunities to enhance HR leadership, legal industry knowledge, and strategic management skills. Ensure timely and accurate internal and external HR reporting, including quarterly and annual departmental reports. Manage and monitor the HR department budget. Conduct employee engagement initiatives, surveys, and feedback analysis to identify organizational improvements. 2. Training & Development Collaborate with the Training & Development Manager and the onboarding team, ensuring effective execution of new hire onboarding, role‑specific training, curriculum development, and ongoing learning initiatives. Oversee planning, execution, and budgeting of the Attorney Development Program (ADP). Coordinate training and social events to support ADP. Evaluate program feedback and implement improvements to enhance effectiveness of ADP. 3. Strategic Planning Partner with leadership on firm growth initiatives, leadership development, and performance management. Develop HR strategies aligned with the firm's strategic and operational objectives. Serve as an advisor on organizational structure, workforce planning, and change management. 4. Travel & Office Oversight Travel to firm offices as needed to support HR initiatives, conduct on‑site training, recruit talent, and meet with personnel. Oversee consistent HR operations across multiple locations, ensuring adherence to firm policies and culture. 5. Mentorship & Professional Development Provide mentorship and career guidance to direct reports, attorneys, and legal support personnel. Support professional growth, leadership development, and skill‑building at all levels of the firm. Engage in ongoing personal development to strengthen HR leadership, legal industry knowledge, and strategic management skills. 6. Miscellaneous Support firm leadership with additional projects, initiatives, and special assignments as required. Knowledge, Experience and Skills Requirements To perform this job successfully, an individual must be able to satisfactorily perform all essential duties. The requirements listed below are representative of the knowledge, skill, and physical and mental abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Mental Demands High‑level cognitive function, including critical thinking, problem‑solving, reasoning, and attention to detail. Strong memory retention and the ability to analyze complex HR, legal, and organizational issues. Capacity to make strategic decisions under pressure while managing multiple priorities. Physical Demands and Work Environment For on‑site employees: Work in a standard office environment with frequent interaction across multiple departments. For hybrid employees: Maintain a remote workspace that supports confidentiality and consistent internet connectivity for virtual meetings and system access. Travel to firm offices for training, recruiting, or HR oversight. Extended periods of sitting, reading, attending meetings, and working on a computer or other office technology. Occasional lifting or moving of materials, office equipment, or files up to 15 pounds. Mobility throughout the office to meet with employees, attend meetings, and support HR functions. Education & Experience Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree preferred. Certified Legal Manager (CLM) and/or other HR certification preferred. 10+ years of progressively responsible HR and/or law‑firm management experience, preferably in small to mid‑size firms. Advanced knowledge of federal, multi‑state, and local employment laws. Expertise with HRIS, payroll platforms, and related technology systems. Knowledge, Skills & Abilities Proven leadership and team‑building skills in a professional services environment. Expertise in managing legal support staff, managers, and administrative teams. Proficiency in budgeting, reporting, compensation, and payroll management. Strong organizational skills with the ability to manage multiple priorities and complex initiatives. Excellent judgment, diplomacy, and discretion in sensitive or confidential matters. Strategic thinker with problem‑solving capabilities and the ability to implement effective solutions. Skilled in managing change, projects, and cross‑functional initiatives efficiently. Professional demeanor and communication, with strong interpersonal skills to build trust at all levels. Proficiency in MS Office (Word, Excel, Outlook) and modern law firm practice management software. Excellent command of English, including grammar, usage, form, and style. #J-18808-Ljbffr