Senior Human Resources Manager, Legal Practice Groups

Job Description The Senior Human Resources Manager, Practice Groups acts as a strategic advisor to senior leaders in their aligned practice groups, leading the implementation of talent initiatives while aligning our HR strategy and processes with business goals. This role drives consistency in people practices, proactively navigates and improves culture and engagement, and plays a critical role in workforce planning and leadership development. The Senior Human Resources Manager works alongside their aligned practice groups to deliver high-performance outcomes and ensure effective management of employment‑related risk. Essential Functions and Responsibilities Provide senior‑level HR guidance and coaching to leadership on workforce strategy, organizational design, risk management, and talent‑related decisions. Collaborate with HR Leadership and the General Counsel’s Office to ensure all employment policies and practices comply with federal, state, and local law and manage employment‑related risk. Lead the implementation of firm‑wide HR programs, including attorney lifecycle processes, talent management, compensation planning, and training initiatives. Manage the performance and development of Human Resources Manager direct reports. Contribute ideas and project leadership to the strategy and roadmap for the global HR management function. Partner with functional/operational HR teams (HRIS, Benefits, Compensation, etc.) to ensure cohesive delivery of HR services and programs, adapting approaches to business‑specific needs. Provide direction on complex employee relations matters and high‑impact organizational change efforts. Lead the consistent and scalable HR service delivery in partnership with firm and HR Leadership teams. Analyze people trends and HR data to anticipate challenges and drive strategic talent planning, including retention, development, and workforce optimization. Promote a high‑performance culture by driving leadership development, career progression, and succession planning in partnership with the Attorney Professional Development team. Job Specifications Bachelor’s degree or equivalent work experience. At least eight years of progressive experience working in law firms or professional services organizations. Advanced knowledge of employment law, employee relations, and talent development practices. Knowledge of law‑firm industry concepts and practices. Strong business acumen and leadership coaching skills. Strong communication, influence, and stakeholder management skills. Ability to navigate difficult conversations and complex interpersonal situations. Ability to assess risk and elevate concerns when appropriate. Ability to convey a variety of HR concepts in a practical and straightforward manner. Ability to handle and maintain confidential information. Compensation and Benefits Successful candidates will be provided with an outstanding career opportunity and a competitive total rewards package, including the possibility to earn performance‑based bonuses. Target hiring range: $190,000 – $225,000. Base pay is based on market location and may vary; it represents only one part of the total rewards that the firm offers. Full‑time positions are eligible for a discretionary bonus, a comprehensive benefits package, and a range of wellness and professional development resources. Physical Demands and Work Environment The role requires the employee to sit, use hands, reach with hands and arms, stoop, talk and hear. The employee may occasionally lift up to twenty (20) pounds. A typical indoor office environment applies. Reasonable accommodations may be made for individuals with disabilities to perform the essential functions. The above statements are intended to describe the general nature and level of the work being performed by people in this classification; they are not an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job. #J-18808-Ljbffr McDermott Will & Schulte LLP