Human Resources Manager (4214)

Latham & Watkins LLP Chicago , IL 60602

Posted 2 months ago

Latham & Watkins, a global law firm consistently ranked among the top firms in the world, is currently seeking a Human Resources Manager to join our winning team, located in Chicago. The success of our firm is largely determined by our commitment to hire and develop the very best and brightest, creating a team that provides our clients with the highest quality of work and service. We are driven by our core values: respect, innovation and collaboration.

The Human Resources Manager will receive a generous total compensation package. Bonuses are awarded in recognition of individual and firm performance. Eligible employees can participate in Latham's comprehensive benefit program including healthcare, life and disability insurance, flexible spending accounts, a 401k plan, and more! In addition, employees receive 10 paid holidays per year, and a PTO program that accrues 23 days during the first year of employment and grows with tenure.

As a Human Resources Manager at Latham, you will support the office by using your experience and understanding of the legislative, judicial, and competitive market landscape to contribute to the strategic planning and implementation of goals and objectives of the office, the local and global Human Resources departments, and the firm. The Manager will provide guidance and advice to all personnel in the office regarding employee relations issues and the employee lifecycle. The Human Resources Manager will also provide leadership to the secretarial services team and ensure effective provision of secretarial services to the firm's attorneys, paralegals, and administrative departments. The Manager will develop and supervise their staff and ensure the efficient operation of the office human resources department by performing a multitude of responsibilities, including but not limited to, recruiting, hiring, training, evaluation, discipline, termination, salary and bonus administration, and managing personnel records. The Manager is creative in applying knowledge of market trends to the development of staffing paradigms designed to maximize resource utilization. The Human Resources Manager's decisions and recommendations will reflect business acumen, awareness of the economic landscape, and proven success with change management strategies. Duties and responsibilities include:

  • Making recommendations to the Director of Administration regarding all functions of the human resources platform in the office

  • Acting as primary resource to the Director of Administration regarding creative and effective use of staff resources; researching and providing continuous improvement strategies for the office; using expertise in change management principles to achieve buy-in to new ideas from all stakeholders and implement change

  • Managing and coordinating the provision of adequate functional skills and professional skills training for the office; identifying training needs/ issues, designing and conducting training and development programs and supporting the development, implementation, and assessment of on-going training programs

  • Supervising and developing secretarial staff; establishing effective communication with the secretarial staff regarding firm policies, procedures and expectations; conducting secretarial meetings and attending conference calls as necessary; assigning, delegating, and coordinating the work of the staff to ensure business objectives are met timely and accurately; facilitating conflict resolution among attorneys, paralegals, secretaries, and staff; coaching secretaries as necessary; identifying training needs/ issues, and supporting the development, implementation, and assessment of on-going secretarial training programs; assisting with the orientation of all new secretaries; meeting with attorneys and paralegals on a regular basis to ensure effective and efficient secretarial assignments

  • Assuming responsibility for the recruiting process for all staff candidates in the office; partnering with the Talent Management department to ensure advertising and job placement is appropriate for all positions to generate a valuable candidate pool; interviewing candidates as appropriate, and making recommendations to managers regarding quality candidates; providing recruiting and interviewing skills coaching in the office, as needed

  • Developing orientation programs to facilitate integration of new employees; leading new staff integration efforts in the office to foster positive introduction to the firm and taking concrete sustained steps to ensure new employees quickly become fully productive

  • Managing, training, and coaching the human resources staff; focusing, defining, and assisting Senior Human Resources Generalists, Human Resources Generalists, Human Resources Coordinators, and Human Resources Assistants in their professional and career development endeavors

  • Staying abreast of new human resources processes and market trends including current and pending federal, state, and local employment laws or court precedents; identifying workforce trends that will affect the office and being creative in identifying methods and programs to ensure the workforce is effective

  • Acting as lead resource in the office for human resources questions, issues, initiatives, programs, and processes providing guidance and direction to department managers with regards to employee development and relations issues including hiring, training, counseling, and coaching of staff employees

  • Acting as lead resource in the office for all health and welfare benefit programs provided by the firm; understanding the firm's benefit package for partners, associates, and staff and providing local leadership for key processes including leaves of absence and annual enrollment

  • Leading the exempt and non-exempt yearly performance review and bonus process in the office; providing training and support to managers, supervisors, and staff regarding effective review writing skills; reading all performance reviews for quality and appropriateness; writing and delivering performance evaluations for secretarial staff; assisting the Director of Administration by recommending salary increases and reviewing bonus allocations for all non-management staff in the office

  • Counseling staff who are not meeting firm standards and working with appropriate manager to create plans for improvement; making recommendations and facilitating employee terminations; coordinating exit procedures, conducting exit interviews and maintaining reports that track employee turnover

  • Developing and maintaining strong, interactive relationships with key members of the office leadership, including, but not limited to the Office Managing Partner, Director of Administration, all office managers and supervisors, and members of the local associates and paralegal committees

  • Developing and maintaining strong, interactive relationships with all members of the Global Human Resources department; using the members of the Global team as a resource as needed; operating within the policies and strategies as set forth by the global team; making recommendations and providing feedback to the global team as local conditions support or are challenged by global initiatives

  • Managing timekeeping activities for the office including adjusting entries in the timekeeping system, following-up with managers and supervisors to ensure all timecards are approved and accurate, answering routine questions about timekeeping policies and system, and ensuring FLSA standards are met

  • Interpreting and implementing the firm's Human Resources policies; may contribute to the development of new policies in conjunction with the Global Human Resources Department

  • Maintaining personnel records for entire office; responding to EEOC, ADA, workers' compensation, and unemployment claims based on firm policies and standards; conducting annual file audit to ensure compliance with all federal, state or country regulations

  • Developing and managing annual departmental budget and providing monthly variance explanations as needed

  • Coordinating with other offices/departments of the firm where overlap exists to develop efficient procedures/communications to streamline processes and satisfy various business needs

  • Completing projects on various issues, as needed

  • Promoting effective work practices, working as a team member, and showing respect for co-workers

As a Human Resources Manager, you will be expected to apply your organizational and communication skills while displaying a positive, high-energy attitude. The successful Human Resources Manager must have the ability to understand and apply Federal, State, and Local Employment Laws or Court Precedents including but not limited to: OSHA, ADA, FLSA, EEO, ADEA, and FMLA. Comprehensive knowledge of Human Resources theories and concepts is desired. The ideal candidate must display excellent leadership skills necessary for effective management, with the ability to delegate, inspire, and communicate effectively. HRIS experience, preferably PeopleSoft and Kronos Timekeeper, is a plus.

A Bachelor's degree is required. Focus in Human Resources or a related field is preferred. A minimum of eight (8) years of Human Resources management experience may be considered in lieu of Bachelor's degree. A minimum of six (6) years of progressively responsible Human Resources management experience is desired. A minimum of four (4) years of experience implementing and administering Human Resources policies and procedures is desired. Occasional travel is required.

Qualified candidates are encouraged to apply by clicking the 'Apply Now' link.

Latham & Watkins is an Equal Opportunity Employer. Our commitment to diversity, equal opportunity and sustainability enables Latham & Watkins to draw from a remarkable wealth of talent to create one of the world's leading law firms.

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Human Resources Manager (4214)

Latham & Watkins LLP