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Human Resources Director

Your Other Half

New York, NY
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Full Time
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Job Details

Your Other Half is managing this recruit on behalf of our client, a mid-size entertainment law firm based in New York, New York. If candidates proceed to interview process, the name will be disclosed during that process.  Your Other Half is a human resources and operations company serving small businesses in the U.S. We help business owners find, hire, manage and retain the talent they need to grow their business, within all federal, state and local laws. This often focuses on employees, but can also include vendors, independent contractors and affiliate partners. We also act as our clients' business advisor, working closely with them on the administration of their business - finance, legal, marketing, operations - by helping them create and implement sustainable internal systems, as well as hiring and managing small business vendors from our elite network of providers, all of whom provide discounts or bonuses to Your Other Half's clients. 

The Human Resources Director shall be responsible for overseeing and managing the administrative operations of a 30-attorney entertainment and media law firm (the “Firm”), including supervising all non-attorney personnel; recruiting and integrating new personnel, including attorneys and staff; and maintaining the highest level of professional development at the Firm.

The Human Resources Director will report to the Firm’s Executive Committee via the HR Committee and the Recruitment, Integration and Professional Development Committee. The Human Resources Director’s responsibilities may be altered or added to from time to time by the Executive Committee.


Non-Attorney Staff Management

The Human Resources Director should have strong background in staff management and will be responsible for overall non-attorney staff management, including the following:

● Determining non-attorney staff needs in coordination with the Executive Committee, practice group leaders, and supervising attorneys, as appropriate;

● Interviewing and screening applicants for non-attorney staff positions;

● Supervising the training of non-attorney staff;

● Assigning non-attorney staff to the appropriate practice groups and attorneys;

● Evaluating non-attorney staff, including consulting with the Executive Committee, practice group leaders and supervising attorneys;

● Determining and recommending salary adjustments for non-attorney staff;

● Coordinating vacation schedules of non-attorney staff (and attorneys to the extent requested by the Firm’s practice groups);

● Assigning non-attorney staff to the appropriate buddy to ensure continuous coverage for all attorneys, as needed;

● Counseling non-attorney staff who are not complying with Firm procedures and requirements and taking appropriate disciplinary action when necessary;

● Handling termination of employment of non-attorney staff after consultation with the Executive Committee and, where applicable, the supervising attorneys;

● Conducting non-attorney staff meetings;

● Day-to-day management of all non-attorney staff from an administrative standpoint, including all assistants, paralegals and reception staff;

● Coordinating between Firm committees and staff liaisons to each committee (Accounting Coordinator, Operations Coordinator and Marketing Coordinator).


Talent Pipeline Management

The Human Resources Director should have experience developing a talent pipeline, including the following:

● Identifying outside firms against whom the Firm will compete for talent;

● Researching the benefits and compensation practices of such firms, and making recommendations to adjust the Firm’s packages to be competitive for such talent;

● Regularly developing and maintaining active and passive pipelines for key legal talent, especially legal assistants, paralegals and associates;

● Regularly identifying and advising the Executive Committee or practice group leaders on key talent at the paralegal, associate or attorney level;

● Advising the Executive Committee or practice group leaders when key talent becomes available;

● Maintaining relationships with key talent on an ongoing basis;

● Creating and managing a staffing plan to support the Firm’s needs before they arise, while managing budget constraints.


Culture Development and Management

The Human Resources Director should have strong commitment and ability to support a positive firm culture, including the following:

● Creating opportunities to acknowledge and celebrate work that contributes to the Firm’s standing in the world;

● Creating opportunities to acknowledge and celebrate work that contributes to a positive culture inside the Firm;

● Providing support to attorney and non-attorney team members, so they feel heard and issues are resolved in a timely manner;

● Creating policies and activities that support clarity, transparency, collaboration and relaxed professionalism across the firm;

● Planning and coordinating business and social functions of the Firm.


Attorney Integration and Professional Development

The Human Resources Director will coordinate the integration of all attorney hires and help them develop and expand their talents and satisfaction for the benefit of the Firm and the attorney. This also includes:

● Managing the Firm’s Intern Program;

● Managing the Firm’s CLE Program and the administration of credits for all firm attorneys;

● Assisting the Recruitment, Integration and Professional Development Committee to interface with other committees of the firm to achieve committee initiatives.


Human Resources Management

The Human Resources Director should have an extensive background in human resource management, including the following:

● Maintaining Human Resources files for all employees and partners;

● Managing all requests for Human Resources information, such as employment verifications or unemployment requests;

● Developing, writing and maintaining all applicable internal policies;

● Managing vacation and sick time requests and approvals for all employees and partners;

● Assisting the Executive Committee and practice group leaders in associate and income partner attorney compensation and bonus evaluation process;

● Administering, managing, evaluating, and recommending changes, as appropriate, to, the benefits offered by the Firm, including health and retirement benefits.


Position type: This a regular, exempt, full-time position.

Start date: Immediate

Position compensation: Commensurate with industry standards and experience.

Position Location: New York, NY

Reports to: Executive Committee via the HR Committee


To apply, please submit a cover letter and resume.

Due to the volume of applications we receive, we are unable to respond personally to every applicant. If you do not hear from us within 90 days this time, we encourage you to apply again for another position in the future, and thank you for your interest.

The employer is an equal opportunity employer and does not discriminate on the basis of age, disability, sex, gender identification, sexual orientation, genetic information, national origin, race, religion or any other protected class.


A strong candidate will be:

● A former Firm Administrator, Office Manager or Operations or HR Manager at a law firm, with at least three (3) years of demonstrated experience;

● SUPER detail-oriented, with the ability to ensure accuracy and high quality across multiple responsibilities;

● Comfortable managing multiple responsibilities at once, and prioritizing amongst them with ease;

● Calm under pressure and unflappable in the face of timely or urgent requests;

● Discrete and trustworthy with sensitive and confidential information;

● A team player, with a positive, optimistic attitude, and the ability to recognize and celebrate wins of all sizes;

● Highly self-motivated with the ability to take initiative without direct supervision;

● A superb communicator, with excellent verbal and written communication skills;

● Able to not only do the work, but also think about how it could be better and more efficient;

● Confident to make recommendations and push back when changes are needed in workflows or systems;

● Able to provide clear information in a timely way to support internal or client decisions;

● Comfortable being highly responsive when required;

● Able to quickly and naturally draft correspondence, and have a demonstrated ability to write and edit adeptly;

● and

● Someone who enjoys working in a fast-paced, dynamic environment.

And will have:

● At least four (4) years of demonstrated experience in administration, operations, human resources or finance at a law firm;

● At least two (2) years of demonstrated experience in working for multiple executives or projects at one time;

● At least two (2) years of demonstrated experience managing at least five (5) staff members;

● A strong working knowledge of Microsoft Office; and

● An openness to constructive, supportive feedback and a commitment to consistently improve.

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