Chief Human Resources Officer

Chief Human Resources Officer

Stoel Rives LLP has an immediate opening for a Chief Human Resources Officer located in any of our office locations. This position is a member of the firm's Administrative Leadership Team (ALT). The ALT works with the Firm Managing Partner and Executive Committee as key members of the Firm's management team.

Essential Functions/Responsibilities

The CHRO is responsible for ensuring that the human resources initiatives are closely linked to and clearly support the overall strategic objectives of the Firm. The CHRO serves as a confidante to the senior management team, providing expert advice on technical human resources issues, as well as a perspective and counsel on delicate personnel, developmental and organizational issues.

Major responsibilities include:

• Serve as the top human resources officer for the Firm and as a key advisor to senior management and the Executive Committee on human resources issues.
• Support the implementation of the Firm's business strategy and objectives by working closely with the other Chiefs to define human capital requirements and programs. Implement the programs in all areas including recruitment, retention, assessment, succession, management development, compensation and rewards, quality initiatives and change management.
• Develop an overall view of staffing requirements as the Firm continues to grow. Keep employment in line with Firm goals. Through peer consultation, manage the needs of the Firm as they develop.
• Develop an effective and efficient working relationship between the human resources department and all departments.
• Evaluate and redesign, as necessary, the Firm's compensation and benefit plans, ensuring they support the Firm's business objectives and are competitive, cost-effective and meet the needs of the employees.
• Develop and implement a robust performance management process that directly links to the goals and objectives of the Firm.
• Maintain up-to-date knowledge on human resources issues/trends and legislation that have long-term potential impact on the business and proactively position management to strategically respond to these issues.
• Provide oversight of the firm-wide HR Department budget including the firm-wide payroll budget. Provide CPI and other comparable information to the ALT and Firm management to determine annual firm-wide payroll budget increases. Work with each manager responsible for payroll budgets to ensure each departmental payroll budget is within specified annual guidelines. Make recommendations on approval of new staff positions and annual wage increases. Oversee and manage firm-wide staff to attorney ratios; maintain industry ratio comparability while ensuring appropriate support for the Firm's timekeepers.
• Maintain a leadership role in shaping the culture of the Firm. Ensure that the values of the Firm are communicated and understood at all levels, providing clarity as to the expected behavior of all employees and the development of a high-performance culture. Help the Firm establish and maintain high levels of employee engagement and commitment.
• Other duties as assigned.

Essential Capabilities

Must possess the following capabilities: Strong administrative, management, and leadership abilities. Ability to work with only general direction and provide advice and strategic guidance to other managers and supervisors. Ability to communicate effectively, both orally and in writing, and display initiative and attention to detail. Capable of handling personnel matters with sensitivity and confidentiality; dealing with difficult situations and people; handling multiple priorities. Must be able to communicate complex information and ideas effectively and efficiently to personnel at all levels of the Firm with minimal preparation; rapidly analyze issues, anticipate consequences, make decisions and initiate action. Must possess excellent interpersonal skills and ability to maintain effective working relationships with all levels of Firm personnel. Ability to facilitate individual and group meetings; encourage and motivate employees while maintaining consistent office practices and procedures.

Technical Skills

Must have a minimum of 15 years of successful experience in human resource administration, preferably for a large employer (500 or more employees), or in a professional services organization, including increasingly responsible management of compensation, benefits, recruitment and selection, performance evaluation, personnel policies, employee relations, training and development, and employee management. Must be able to strategically and tactically evaluate and implement sophisticated HR related programs and initiatives; be able to work with a variety of organizational leadership to build consensus around HR strategy and tactics; demonstrate a background in talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams.

Must possess the following technical/professional knowledge and experience: Extensive knowledge of current federal and state laws related to leaves, ADA, civil rights, fair employment practices and associated reporting requirements, and wage and hour laws. Thorough knowledge of human resources management to anticipate and identify problems/issues in these areas and to recommend and implement alternative and appropriate courses of action.

Must have extensive experience with employee relations, conflict resolution, and employee discipline procedures. Experience in developing and implementing personnel policies and procedures, compensation plans, and performance appraisal systems.

Physical/Mental Capabilities

Must be able to operate a computer. Must have the ability to communicate complex information and ideas successfully and efficiently to any level of personnel, frequently without prior preparation; to rapidly analyze, judge, anticipate consequences, decide, initiate action, determine follow-through, and take corrective action; to manage and direct large numbers of staff as well as multiple projects with multiple variables. Must be able to read, interpret, and understand written and verbal information; present ideas effectively, sometimes under pressure; and maintain stable performance, sometimes under optimum pressure or opposition.

Education & Experience

Bachelor's degree in business, human resource management, or related field required; Master's degree, J.D., MBA, SPHR certification preferred.

Normal Work Hours

This position is salaried and exempt. Travel as appropriate to implement strategic HR initiatives.

How You Will Live Life Well at Stoel Rives: Compensation, Benefits, and More!

The pay range for this position is $275,000 - $325,000; however, the base compensation presented to a candidate may vary based on skills and overall experience. This salary range is based on market location.

In addition to base compensation, Stoel Rives has a total rewards program that includes an annual discretionary bonus and rich benefits offerings. For example, our benefits offerings include paid family & medical leave, competitive PTO, and remote work options. We offer competitive and robust medical, dental, vision, life long-term disability, AD&D, EAP, FSA and Voluntary Life, ADD, and LTC options. We also provide a generous firm-contributed health savings account, a pre-tax transportation/parking plan including an employer monthly subsidy of $100 for individuals who work 3+ days/week in the office, and an annual contribution into the employee's retirement plan.