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Human Resources Manager (2903)

Latham & Watkins LLP


Location:
New York, New York 10022
Date:
10/06/2017
2017-10-062017-11-05
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Legal
  • Administrative
  • Employee Relations
Latham & Watkins LLP
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Job Details

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 in our New York office. 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 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 participate in a PTO program that accrues 23 days during the first year of employment and grows with tenure.

As the Human Resources Manager, you will support the personnel in the New York 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. Your responsibilities as a Human Resources Manager will include applying your management and leadership expertise as well as your ability to develop productive relationships with all levels of our organization to accomplish these and other critical functions:
 

  • Making recommendations to the Director of Administration regarding all functions of the human resources platform in the office
  • 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
  • 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 staff members in their professional and career development endeavors
  • 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
  • Analyzing workforce metrics (e.g., retention, attrition, etc.) and identifying how the office compares to firm, industry, and local market benchmarks. Setting goals for improvement and designing programs to meet them
  • 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, coaching, and disciplining departmental employees
  • Acting as lead resource in the office for all health and welfare benefit programs provided by the firm
  • Leading the twice yearly performance review 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. 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 the applicable manager to create plans for improvement. Coordinating exit procedures, conducting exit interviews and maintaining reports that track employee turnovers
  • Developing and maintaining strong, interactive relationships with key members of the office leadership. This includes, but is not limited to the Office Managing Partner, Deputy 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 local office timekeeping processes including review of timecards for accuracy
  • 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 employee 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 areas / departments of the firm where overlap exists to develop efficient procedures / communications to streamline processes and satisfy various department needs


As a Human Resources Manager, you will be expected to apply your organizational and communication skills while displaying a positive, high-energy, inclusive attitude. The successful Human Resources Manager must have strong management skills, the ability to establish and manage deadlines, excellent leadership skills at all levels, a willingness to embrace Latham’s culture and values. A bachelor's degree is required, with a focus in Human Resources or related field preferred. Eight (8) to ten (10) years of human resources management experience may be considered in lieu of bachelor’s degree. A master’s degree or equivalent in related field also preferred. Six (6) to eight (8) years of progressively responsible human resources management experience desired. Four (4) years’ experience implementing and administering Human Resources policies and procedures is desired. Additional abilities include understanding and applying Federal, State, and Local Employment Laws or Court Precedents including but not limited to: OSHA, ADA, FLSA, EEO, ADEA, and FMLA; having comprehensive knowledge of traditional Human Resources functions; excellent leadership skills (i.e., organizing, planning, problem-solving and decision-making) necessary for effective management; ability to use independent judgment and discretion when making majority of decisions; well-developed and professional interpersonal skills; ability to interact effectively with people at all organizational levels of the firm; strong communication skills, both written and verbal; knowledge and proficiency in PC applications, including MS Office, and other programs necessary to complete thorough analyses and reports; HRIS experience, preferably PeopleSoft and Kronos Timekeeper, is a plus. Occasional travel will be 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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