Human Resources Manager

Jeff Anderson & Associates is widely known and well respected as one of the nation's leading law firms representing survivors of childhood sexual abuse. We are smart, tough and relentless, but the virtue that ultimately sets us apart is our compassion. We are people who feel deeply and work tirelessly in response to an unjust world. We have a reputation for being the best at what we do, and that begins and ends with our ability to support, protect and guide survivors along their journey towards healing. Seeking justice for survivors of child sexual abuse is more than a job - it's a cause. Equal Employment Opportunity Statement Jeff Anderson & Associates PA is an equal opportunity employer, committed to recruiting, hiring and promoting qualified people of all backgrounds, regardless of sex; race; color; creed; national origin; religion; age; marital status; pregnancy; physical, mental, communicative or sensory disability; sexual orientation; gender identity or any other basis protected by federal, state or local law. Job Summary The Human Resources Manager plays a key role in leading the day-to-day Human Resources function and supporting a positive, consistent, and trauma-informed employee experience across the firm. This role serves as a trusted resource to employees and managers while overseeing the full employee lifecycle, including talent acquisition, onboarding, employee relations, performance management, benefits, payroll oversight, learning and development, compliance, and offboarding. The Human Resources Manager is a hands-on, player-coach leader who provides direction and support to the HR team while remaining actively involved in the delivery of HR services. This role partners with firm leaders and managers to understand workforce needs, provide practical HR guidance, resolve employee matters, and implement people practices that align with JAA's mission, values and core competencies. The ideal candidate is comfortable balancing leadership responsibilities with day-to-day execution and can move effectively between coaching a manager through a difficult employee issue, managing a recruitment process, reviewing HR operations, supporting benefits administration, and identifying opportunities to improve the employee experience. Essential Functions People Leadership & HR Operations Provide clear direction, coaching, and regular feedback to members of the Human Resources team Manage HR team priorities, workload, and day-to-day operations to ensure responsive, accurate, and consistent HR support across the firm Serve as a primary HR resource for employees and managers across all office locations Maintain a hands-on role in HR operations and be willing to personally manage processes and projects as needed Establish and maintain consistent HR processes, documentation, and workflows Identify opportunities to improve HR practices, systems, and the employee experience and make recommendations to leadership Partner with firm leaders and managers to identify workforce needs, staffing priorities, and organizational challenges and provide practical HR guidance Promote a positive, inclusive, and trauma-informed workplace culture that reflects JAA's values Employee Relations, Performance Management & Manager Support Serve as a trusted resource to managers regarding employee relations, performance concerns, attendance, workplace communication, policy interpretation, and other employment matters Lead routine and moderately complex employee relations matters, including conducting investigations, gathering information, maintaining appropriate documentation, and recommending next steps Recognize matters that present significant risk or complexity and appropriately engage firm leadership, employment counsel, or other resources Coach managers on delivering feedback, setting expectations, documenting performance concerns, and navigating difficult conversations Manage the firm’s performance management process and ensure reviews, feedback conversations, and related documentation are completed consistently and timely Support managers in addressing performance concerns and developing appropriate coaching or performance improvement strategies Promote fair and consistent application of HR policies and employment practices across departments and office locations Talent Acquisition, Onboarding & Offboarding Manage the firm’s talent acquisition process and partner with hiring managers to identify hiring needs Manage recruitment processes from job posting through offer, including candidate sourcing, screening, interviews, candidate communication, and coordination with hiring teams Support hiring managers in evaluating candidates and maintaining consistent and effective selection practices Build and maintain strong recruitment, interviewing, and hiring processes Oversee onboarding for new employees and ensure each new hire receives a structured, welcoming, and well-coordinated introduction to the firm Partner with managers to establish effective onboarding plans Manage offboarding processes and departures Payroll, Benefits & HR Systems Oversee the accurate and timely administration of payroll and partner with internal team members and Accounting to address payroll questions, corrections, and reconciliations Maintain working knowledge of payroll practices and remain prepared to provide direct payroll support Oversee employee benefit programs, including health insurance, retirement benefits, COBRA, HSA programs, and other firm-sponsored benefits Serve as an escalation point for complex employee benefit questions and partner with benefit providers and advisors to resolve issues Lead Open Enrollment coordination, employee communications, and implementation Oversee the effective use and maintenance of the firm’s HRIS and related HR systems Evaluate HR systems and workflows and recommend improvements Compliance, Policies & Leave Administration Ensure HR practices comply with applicable federal, state, and local employment requirements across the jurisdictions in which the firm operates Maintain working knowledge of employment requirements affecting employees in MN, CA, NY and NJ Maintain and update HR policies, employee handbook and employee records Oversee employee leave and accommodation processes Support HR audits, reporting, recordkeeping, and other compliance activities Maintain a high level of confidentiality and sound judgment Employee Experience, Engagement & Culture Coordinate and implement employee engagement and culture initiatives Gather and evaluate employee feedback and identify opportunities to improve the overall employee experience Support employee surveys and other feedback initiatives and communicate relevant themes and recommendations to leadership Develop and coordinate internal HR communications Support and coordinate firmwide events, retreats, team-building activities, recognition programs, and other employee experience initiatives Learning & Development Coordinate and facilitate learning and development opportunities for employees and managers Partner with managers to identify development needs and recommend training, coaching, or other resources Develop or coordinate manager training related to performance management, feedback, employee relations, communication, and other people-management responsibilities Coordinate external training partners, consultants, and development programs as appropriate Support Strengths-based development initiatives across the firm; if not certified, certification may be supported by the firm Work Experience 5+ years of progressive HR experience across multiple functions Prior experience leading or directing HR team members preferred Strong employee relations experience, including manager coaching on performance and workplace concerns Experience with recruiting, onboarding, performance management, benefits, compliance, and employee lifecycle processes Experience supporting payroll and HRIS systems Experience supporting a multi-state workforce and state-specific employment requirements Ability to work independently, exercise sound judgment, and recognize when to elevate Legal, professional services, or other fast-paced environment experience preferred StrengthsFinder/Gallup or strengths-based development experience preferred Skills Strong knowledge of HR practices, including employee relations, performance management, recruiting, benefits, payroll, compliance, and operations Ability to lead and coach HR team members while remaining hands-on in daily work Strong manager coaching and consultation skills with practical, clear guidance Excellent relationship-building skills and ability to establish trust across all levels Strong written and verbal communication skills, including sensitive or complex topics Sound judgment in handling confidential and complex employee matters Strong problem-solving and analytical skills with the ability to identify risks and recommend solutions Highly organized, detail-oriented, and able to manage competing priorities and deadlines Process-minded with the ability to document workflows and improve consistency Ability to balance strategic thinking with hands-on execution Able to work independently and recognize when to elevate or seek expertise Proficiency in HRIS systems and Microsoft Office; Paycor experience preferred High emotional intelligence, professionalism, discretion, and empathy Education Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred StrengthsFinder certification preferred BENEFITS OVERVIEW Health Coverage: Medical, dental, and vision insurance. Financial Protection: Short-term and long-term disability, Supplemental Life and AD&D insurance. Work-Life Balance: PTO, paid holidays and wellness expenses reimbursements #J-18808-Ljbffr