Senior Director of Human Resources

The Senior Director of Human Resources is a strategic leader responsible for overseeing the HR function, including leading HR operations—recruitment, compensation, benefits, performance, compliance, and culture — The Senior Director will serve as a trusted advisor to executive leadership to ensure human capital strategies support overall firm goals while promoting a culture of engagement, inclusivity, and high performance.

Key Responsibilities:

• Develop and implement HR strategies aligned with the firm’s short and long-term goals.
• Lead, mentor, and develop a high-performing HR team across all HR disciplines.
• Provide strategic counsel to senior leadership on administrative and business team workforce planning, organizational structure, and employee engagement. Make recommendations for the improvement of policies and procedures.
• Develop HR metrics and reporting to monitor and drive business decisions. Analyze data to uncover trends to inform hiring and retention strategies. Report findings to executive leadership and department managers to continually refine and improve the employee experience.
• Oversee talent acquisition for the administrative and business functions of the firm, ensuring proactive and creative sourcing strategies are utilized to quickly identify and qualify top talent Oversee the full applicant experience from application to hiring.
• Partner with hiring managers on administrative and business team job descriptions, compensation, and other team-building considerations. Create consistent, compelling messaging that attracts talent across various job functions. Provide consultation and guidance to managers on personnel issues, including employee relations and other managerial issues.
• Design and oversee administrative and business team onboarding processes that are scalable while still providing department-specific information that a new hire needs to be successful in the first 90 days. Implement feedback to understand the new hire experience and drive improvements. Partner with department managers to ensure alignment between onboarding, training and performance.
• Work with the firm’s General Counsel as needed on sensitive or complex HR issues impacting the employee or the firm. Assists in investigations arising from alleged violations of policies and procedures, or employee grievances.
• Conduct or oversee administrative and business team exit interviews and track trends associated with employee departures. Recommend strategies to address unwanted trends.
• Oversee the planning, preparation and administration of the firm’s employee benefits, total rewards strategies, and retirement benefits to remain competitive and support employee satisfaction.
• Ensure compliance with all federal, state, and local labor laws and regulations.
• Guide the organization through organizational and change management initiatives.
• Collaborate with the professional development department on the execution of administrative and business team professional development programs and trainings.
• Support communication initiatives by collaborating with executive leadership and the internal communications manager to create communication plans that drive awareness and participation, ensuring all communication aligns with the firm’s brand, tone, and values.
• Draft and distribute firmwide communications, including updates from firm leadership, policy changes, event announcements, and HR initiatives.
• Collaborate with all firm departments to promote firmwide initiatives.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).
• 10 years of progressive HR experience, with at least 5 years in a senior leadership role.
• Demonstrated experience in leading strategic HR initiatives in a mid-size to large organization.
• Strong knowledge of employment laws, compensation structures, and organizational development.
• Excellent leadership, communication, and interpersonal skills.
• Excellent presentation skills required.
• Confidentiality and integrity are crucial components in this position.
• Strategic thinker with the ability to translate business goals into effective messaging.
• Must possess strong technical skills with the ability to learn quickly and apply new tools, systems, and processes.
• SHRM-SCP or SPHR certification is strongly preferred.

Reports To:

Chief Administrative Officer