The Director, Human Resources – Legal – US will collaborate with internal stakeholders and clients to provide expert advice on a broad range of employment-related matters, proactively offering preventive advice and solutions to lawyers, Associate Development Managers (ADMs), practice management professionals, and HR Business Partners (HRBPs) on a range of employee relations (“ER”) matters including, but not limited to, investigation of discrimination and misconduct complaints; grievances; performance; discipline; separation; and, other matters requiring advanced subject matter expertise in employment best practices. The Director will establish best practices and standard operating procedures for the core employee relations functions and ensures accountability for exceptional execution and responsive delivery consistent with the highest professional standards.

• Counsel and coach lawyers, Associate Development Managers (ADMs) and practice management professionals on employee relations matters and policies.
• Provide HR support and guidance to the Associate Review Committee (ARC) process including results and actions coming from the Annual and Mid-Year review processes.
• Over time, become established as the primary/initial point of contact for lawyer ER matters, including off-cycle performance management and involuntary termination matters.
• Conduct, and supervise HRBPs in conducting HR investigations under general supervision of the Managing Director, HR – US and/or Managing Director, HR – E&A with legal counsel from the Assistant General Counsel for Employment
• Design procedures for conducting and documenting investigations, corrective actions, and develop training materials to ensure appropriate and consistent implementation in accordance with best practices.
• Develop training content on employment practices and deliver content as a subject matter expert.
• Identify evolving and unique employee relations challenges and proactively propose risk mitigation solutions.
• Assess and propose effective organization/staffing structure required to provide effective HR support to BUs and LPAs in the US. Build a flexible function designed to support the current firm and scale to meet the continued growth of the firm.
• Contribute to development and maintenance of HR policies and procedures for US.
• Help monitor legislative and regulatory trends to ensure compliance.
• In partnership with the Talent MDs, work to align, to the degree practicable, applicable talent management processes, e.g., performance review processes, recognition, benefits & engagement programs, across the lawyer and GO! Team populations.

• Knowledge: Broad and deep knowledge of federal, state, and local laws, and statues which govern employment policies and practices.
• Drive for Results: Has a bias towards action and instills accountability, delivers tough messages, and leads change while setting high standards; Hands-on, positive, and energetic; Rolls up sleeves to get the job done.
• Inspire and Influence: An individual that displays seasoned judgment and thoughtfulness who can build rapport and trust quickly across all departments and levels.
• Adaptability: A individual that displays emotional intelligence, authenticity, empathy, and the ability to “flex” their style to relate to different audiences and situations
• Ownership/Patience: Demonstrate the ability to make decisions in an effective/timely manner, motivate/develop talent, while maintaining the highest levels of integrity and ethics
• Inclusiveness: Display a transparent and authentic orientation towards working collaboratively with others to complete shared tasks; bringing others along to ensure the success of relevant organizational changes and/or initiatives
• Decision Making: Ability to make decisions with significant, broad implications for the management and operations.
• Problem Solving: Ability to address problems that are broad, complex, and abstract, often involving firm-wide issues and requiring substantial creativity, resourcefulness, and engagement.
• Client Service: Ability to lead operational initiatives to meet or exceed client expectations across multiple areas in a timely and respectful manner.
• Written Communications: Ability to communicate complex information effectively in writing to all levels across functional areas.
• Oral Communications: Ability to verbally communicate complex concepts and address sensitive situations, resolve conflicts, negotiate, motivate, and persuade others.
• Teamwork: Ability to lead collaborative teams across functional areas.
• Bachelor’s degree in HR Business or related discipline required.
• Master’s or JD a plus.
• More than 10 years related work experience required with a minimum of 7 years Human Resources generalist or employment law experience.
• Strong knowledge of federal, state and lock employment law in jurisdictions in which the firm operates is required.
• SHRM or HRCI certification preferred.
• Experience in a law firm or professional services organization preferred.
• Ability to travel approximately 20% travel to Goodwin’s US offices.