Human Resources Director

Job Description

Job Description

This is an exciting opportunity for an experienced HR leader to shape the people strategy of a growing law firm. The Director of Human Resources will lead the firm's HR function and serve as a strategic, trusted advisor to firm leadership on team member experience, workforce planning, performance management, compensation, benefits, compliance, professional development, and culture. The role calls for both big-picture strategic thinking and hands-on execution, with the opportunity to make a meaningful impact as the firm expands its headcount, practice areas, and geographic reach — all while championing a culture that treats team members as the firm's most important resource.

Key Responsibilities

Strategic Leadership

• Build and lead a dynamic HR function that reflects the firm's commitment to its people as its most important asset
• Work closely with the Chief Operating Officer and firm leadership to align HR strategy with the firm's strategic plan, fostering a culture of trust, support, teamwork, growth, and profitability
• Act as a trusted advisor to leadership on HR-related organizational risk, workforce planning and design, talent acquisition and management, and benefits strategy and administration
• Guide the evolution of HR practices and infrastructure to keep pace with the firm's growth in headcount, practice areas, and geographic footprint
• Identify and implement AI and technology solutions that enhance the team member experience and elevate HR's strategic impact
• Develop and present HR metrics and dashboards to firm leadership covering retention, turnover, engagement, compensation trends, benefits costs, staffing levels, and other key workforce indicators
• Foster a consistent, connected, and high-performing culture across all offices and hybrid work arrangements, while remaining attuned to the distinct needs of individual practice groups, departments, and team members

Law Firm Operations & Performance

• Serve as a strategic partner in aligning talent management with the firm’s strategic, financial, and operational goals
• Collaborate with the Managing Partner, Executive Committee, Practice Group Leaders, and Finance to support attorney productivity, non-attorney support, and staffing models
• Support workforce planning to ensure optimal staffing across practice groups, offices, and administrative departments
• Manage payroll function, including associated payment of benefits, taxes, and other payroll-related expenses
• Manage delivery of benefits, including strategic leadership related to selection of and delivery of team member benefits
• Partner with Finance and firm leadership to evaluate staffing levels, support ratios, compensation costs, benefit costs, and workforce investments in relation to firm profitability and client service needs

Workforce Planning

• Oversee onboarding programs to ensure effective integration into firm culture and expectations
• Develop and manage attorney integration and retention strategies, including onboarding of lateral attorneys, support for practice group integration, and coordination with firm leadership to promote long-term engagement and success
• Support succession planning and internal advancement opportunities for attorneys, paralegals, administrative professionals, and management roles

Employee Relations & Culture

• Act as the primary resource for team member (employee) relations
• Counsel leadership on performance issues, investigations, and conflict resolution
• Foster a professional, collegial, and high-performance culture aligned with legal industry expectations
• Drive engagement and retention initiatives in a competitive legal talent market
• Provide practical, empathetic, and legally sound guidance on team member concerns, workplace conduct, accommodations, leaves of absence, and performance expectations
• Maintain strict confidentiality and exercise sound judgment in handling sensitive personnel matters, partner and attorney compensation information, client-related confidentiality issues, and matters involving legal ethics or professional responsibility

Performance Management & Compensation

• Oversee attorney and staff annual evaluation processes, including compilation of firm data to provide firm leadership with all necessary information to make informed decisions regarding team member advancement and compensation
• Administer compensation structures, including salary, bonuses, and merit increases
• Partner with firm leadership on associate progression and partnership track decisions
• Ensure compensation is competitive within the firm’s markets
• Lead compensation benchmarking, pay equity review, salary range development, and market analysis for attorneys, paralegals, administrative professionals, and management roles
• Support transparent, consistent, and accountable performance management processes that align individual contributions with firm goals, client service, teamwork, and profitability

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws
• Maintain HR policies aligned with legal industry standards, including confidentiality and ethics requirements
• Own and regularly update the firm’s employee handbook, personnel policies, leave policies, remote and hybrid work policies, disciplinary procedures, and related HR documentation
• Lead investigations and mitigate employment-related risk in collaboration with firm leadership
• Support compliance with wage and hour laws, pay transparency requirements, anti-discrimination laws, leave laws, workplace accommodation obligations, and other employment-related requirements applicable to the firm

Training & Professional Development

• Design and implement development programs for attorneys and staff
• Support leadership development, mentoring, and succession planning initiatives
• Coordinate CLE tracking and compliance where applicable
• Identify skill gaps and implement targeted training solutions
• Partner with firm leadership to support management training for attorneys and administrative leaders who supervise team members

HR Operations & Team Leadership

• Oversee HR systems, reporting, and data integrity
• Manage benefits programs, leave administration, and vendor relationships
• Lead annual benefits strategy, renewal analysis, broker relationships, employee education, open enrollment, and evaluation of benefit offerings considering recruiting, retention, cost, and team member experience
• Develop and manage the HR budget
• Lead and mentor HR team members
• Evaluate and improve HR workflows, technology, document management, onboarding tools, performance systems, and reporting processes to improve service to team members and firm leadership

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred)
• 8–15+ years of progressive HR experience, including leadership roles
• Prior experience in a law firm or professional services environment is preferred; significant professional services, consulting, accounting, financial services, healthcare, or other partnership-driven experience may also be considered
• Demonstrated ability to operate both strategically and hands-on
• Based in Buffalo, willing to relocate to Buffalo, or able to maintain a regular weekly presence in the Buffalo office
• Experience leading or materially supporting compensation, benefits, performance management, employee relations, compliance, and HR operations in an organization of comparable complexity

Certifications

SHRM-SCP, SPHR, or equivalent certification strongly preferred

Knowledge & Skills

• Strong understanding of employment law, including New York employment law and multi-state employment considerations
• Familiarity with law firm or professional services firm economics, including billable hours, alternative fee arrangements, profitability, cash flow, and billing lifecycle
• Proven ability to influence partners in a partnership-driven environment
• High level of discretion and professionalism
• Strong communication, leadership, and problem-solving capabilities
• Ability to combine empathy, practical judgment, accountability, and business acumen when advising leadership and supporting team members
• Comfort using HR technology, reporting tools, and AI-enabled solutions in a confidential, secure, and professionally responsible manner

Why Gerber Ciano Kelly Brady LLP

At Gerber Ciano Kelly Brady, we're building something different. We believe in a new legal services model — one unrestrained by the traditional billable hour and driven instead by exceptional client service, innovative technology, creativity, efficiency, and unparalleled value. Our mission is to create a community of legal service providers who are passionate about what they do and committed to doing it better.

We approach our work through teamwork, continuous process improvement, alternative service models, and cutting-edge technology. While professional licensing requires us to be a law firm, nothing says we have to act like one. Our team is composed of diverse individuals from a wide range of socio-economic, cultural, geographic, and educational backgrounds — and we believe that diversity of perspective is one of our greatest strengths.

Our Values

We put our people first and communicate openly. We share goals, success, and accountability — no individual agendas. We treat everyone with respect and humility. We maximize every opportunity, embrace change, and always look for yes. We nurture creativity, growth, and a little weirdness — because a great team is also a great community.

Professional Growth & Career Development

We are deeply committed to the growth and development of every member of our team. At GCKB, professional development isn't a perk — it's a priority. We invest in our people through ongoing learning opportunities, mentorship, and a culture that actively supports each team member in pursuing their individual career goals. Whether you're looking to deepen your expertise, expand your skill set, or grow into new responsibilities, we want to help you get there. We believe that when our people thrive, our clients and our firm thrive alongside them. In areas involving litigation, we are a trial firm. As a result, we are committed to and invest in training the next generation of trial lawyers.

Compensation and Benefits

Compensation is commensurate with experience and skill set, and comes with a comprehensive benefits package including health, life, short-term and long-term disability insurance, 401(k) (with generous vested match), flexible work options, and paid time off.

Expected Salary Range

The expected base salary range for this position is $110,000 to $135,000 based on experience, demonstrated leadership, law firm or professional services background, and ability to support a partnership-driven legal services environment.