About Us
Finnegan is more than just a law firm - we are a powerhouse of innovation and strategy growth. We pride ourselves on providing top-tier intellectual property services globally. Our success is rooted in our emphasis on relationships with our clients and each other. We care about every individual, and it is why many professionals have spent their entire careers at Finnegan.
Role Overview
The
Director of Human Resources
is a strategic, hands-on leader responsible for executing HR projects, ensures legal compliance, manages the annual staff performance management and compensation processes, guides talent management, and helps design and deliver transformational strategies for attorney and staff programs. This position will also manage resources and efforts to deliver on HR operational responsibilities, including scoping, design, development, implementation, administration and/or continuous improvement of HR operations programs, processes, and policies.
This role reports to the Chief People Officer, and will be based onsite in the Washington, DC office.
Responsibilities
Talent Management Works with CHRO to assess future talent needs and implement proactive strategies to meet business needs Monitors information from key indicators, such as performance reviews, exit interviews, hiring outcomes, and employee relations outcomes) and uses this data to identify and recommend organizational improvement needs that are culturally fitting Manage the full life-cycle performance management processes for attorneys and staff Helps to design and implement career pathing and growth opportunities Consults with managers on the development of teams and individuals, and delivers coaching where appropriate Makes recommendations for attorney and staff training and development programs Use workforce analytics to identify skills gaps, bench strength, and readiness; propose actions (stretch assignments, mentoring, rotations). Employee Relations
Manages employee relations issues and makes recommendations to management related to the performance management process Keeps CHRO apprised of employee relations and escalating performance issues; supports and/or provides backup to the employee termination process Provides guidance and oversight for employee morale initiatives and coordinates with other Talent & HR COE team members; makes recommendations for morale activities as necessary Compensation
Manages compensation administration program, including annual performance merit/bonus processes Leads the compensation process life cycle, to include assisting with new hire salary recommendations, promotional and market adjustment recommendations, benchmarking, salary survey completion, annual salary budgeting and estimating, staff salary change notifications, etc. Works with Recruiter(s) and chiefs/directors/department managers to update and draft new job descriptions. Staff Development, Leadership and Team Management
Participates in interviewing and candidate selection, assimilation, and training of new staff, as needed. Manages hybrid/remote work arrangements for Talent & HR COE team members, ensuring that all work is performed without reduced productivity or efficiency due to the remote arrangement, maintaining regular communication with the remote worker, and managing agreed upon metrics to measure performance. Provides guidance/coaching to staff members through real-time feedback during the course of day-to-day interactions. Completes performance evaluation process in a thoughtful, fair and timely manner; ensures development plans are in place to monitor team growth and make appropriate progress against stated developmental goals; monitors and remediates difficult performance situations and works with Chief Human Resources Officer to take appropriate action. Identifies areas for additional training to ensure that skill levels meet the firm's high standards of excellence; provides guidance and development opportunities to team members to help them achieve longer-term career aspirations. Holds regular staff meetings to discuss departmental operations issues, firm initiatives, and provide continuing education on policies and trends relating to human resources issues. Qualifications
Bachelor's Degree in Human Resources Management, Business or Organizational Development is required; Master's in Human Resources Management, Business or related field is preferred. 5-7 years' experience in human resources management of legal talent and support staff or office management in a professional services environment, ideally a law firm. At least 5 years' experience with employee relations, conducting investigations and fact-finding meetings, employee performance coaching, and conducting terminations. Ability to build relationships and trust; demonstrates an approachability and an open-door policy. SPHR/PHR, SHRM-CP, or related certification preferred. Strong MS Office skills, particularly Excel, as well as HRIS systems, ideally Dayforce. Strong skills in HR metrics/analysis, including compensation analysis and benchmarking required. Strong organizational, administrative, interpersonal, written, and oral communication skills. Ability to deliver clear, concise, and appropriate messages to a variety of audiences. Ability to conduct training sessions and effectively present in small and large group settings. Demonstrated strengths in project management from design to execution; ability to successfully manage multiple projects simultaneously. Effective leadership, team building and management skills. Strong conflict resolution skills and the ability to facilitate change. Conducts himself/herself/themselves with the highest levels of ethical behavior and maintains utmost confidentiality. Appropriately navigates the line between employee advocacy and the interests of the business.
If you are a strategic thinker with a passion for promoting success, we would love to hear from you.
The base annual pay range for this role is between $230,000-265,000. The hiring base pay to be offered will vary and depend on skills and qualifications, experience, location and will also take into account internal equity. A full range of medical, financial and/or other benefits dependent on the position will also be offered.
Equal Employment Opportunity Statement:
Finnegan is an Equal Opportunity Employer. The firm is committed to providing equal employment opportunities to all applicants for employment, as defined by applicable state and federal laws, without regard to race, color, religion, sex, national origin, ancestry, age, sexual orientation, gender identity or expression, physical or mental disability, medical condition, military or veteran status, genetic information, marital status, pregnancy, childbirth, or related medical conditions, or any other protected status in accordance with all applicable federal, state and local laws. For candidates needing reasonable accommodations or assistance with the application process, please contact Human Resources at 202.216.5400.
Our privacy policy for applicants can be found here.
#LI-DI1
Equal Opportunity Employer
Finnegan is more than just a law firm - we are a powerhouse of innovation and strategy growth. We pride ourselves on providing top-tier intellectual property services globally. Our success is rooted in our emphasis on relationships with our clients and each other. We care about every individual, and it is why many professionals have spent their entire careers at Finnegan.
Role Overview
The
Director of Human Resources
is a strategic, hands-on leader responsible for executing HR projects, ensures legal compliance, manages the annual staff performance management and compensation processes, guides talent management, and helps design and deliver transformational strategies for attorney and staff programs. This position will also manage resources and efforts to deliver on HR operational responsibilities, including scoping, design, development, implementation, administration and/or continuous improvement of HR operations programs, processes, and policies.
This role reports to the Chief People Officer, and will be based onsite in the Washington, DC office.
Responsibilities
Talent Management Works with CHRO to assess future talent needs and implement proactive strategies to meet business needs Monitors information from key indicators, such as performance reviews, exit interviews, hiring outcomes, and employee relations outcomes) and uses this data to identify and recommend organizational improvement needs that are culturally fitting Manage the full life-cycle performance management processes for attorneys and staff Helps to design and implement career pathing and growth opportunities Consults with managers on the development of teams and individuals, and delivers coaching where appropriate Makes recommendations for attorney and staff training and development programs Use workforce analytics to identify skills gaps, bench strength, and readiness; propose actions (stretch assignments, mentoring, rotations). Employee Relations
Manages employee relations issues and makes recommendations to management related to the performance management process Keeps CHRO apprised of employee relations and escalating performance issues; supports and/or provides backup to the employee termination process Provides guidance and oversight for employee morale initiatives and coordinates with other Talent & HR COE team members; makes recommendations for morale activities as necessary Compensation
Manages compensation administration program, including annual performance merit/bonus processes Leads the compensation process life cycle, to include assisting with new hire salary recommendations, promotional and market adjustment recommendations, benchmarking, salary survey completion, annual salary budgeting and estimating, staff salary change notifications, etc. Works with Recruiter(s) and chiefs/directors/department managers to update and draft new job descriptions. Staff Development, Leadership and Team Management
Participates in interviewing and candidate selection, assimilation, and training of new staff, as needed. Manages hybrid/remote work arrangements for Talent & HR COE team members, ensuring that all work is performed without reduced productivity or efficiency due to the remote arrangement, maintaining regular communication with the remote worker, and managing agreed upon metrics to measure performance. Provides guidance/coaching to staff members through real-time feedback during the course of day-to-day interactions. Completes performance evaluation process in a thoughtful, fair and timely manner; ensures development plans are in place to monitor team growth and make appropriate progress against stated developmental goals; monitors and remediates difficult performance situations and works with Chief Human Resources Officer to take appropriate action. Identifies areas for additional training to ensure that skill levels meet the firm's high standards of excellence; provides guidance and development opportunities to team members to help them achieve longer-term career aspirations. Holds regular staff meetings to discuss departmental operations issues, firm initiatives, and provide continuing education on policies and trends relating to human resources issues. Qualifications
Bachelor's Degree in Human Resources Management, Business or Organizational Development is required; Master's in Human Resources Management, Business or related field is preferred. 5-7 years' experience in human resources management of legal talent and support staff or office management in a professional services environment, ideally a law firm. At least 5 years' experience with employee relations, conducting investigations and fact-finding meetings, employee performance coaching, and conducting terminations. Ability to build relationships and trust; demonstrates an approachability and an open-door policy. SPHR/PHR, SHRM-CP, or related certification preferred. Strong MS Office skills, particularly Excel, as well as HRIS systems, ideally Dayforce. Strong skills in HR metrics/analysis, including compensation analysis and benchmarking required. Strong organizational, administrative, interpersonal, written, and oral communication skills. Ability to deliver clear, concise, and appropriate messages to a variety of audiences. Ability to conduct training sessions and effectively present in small and large group settings. Demonstrated strengths in project management from design to execution; ability to successfully manage multiple projects simultaneously. Effective leadership, team building and management skills. Strong conflict resolution skills and the ability to facilitate change. Conducts himself/herself/themselves with the highest levels of ethical behavior and maintains utmost confidentiality. Appropriately navigates the line between employee advocacy and the interests of the business.
If you are a strategic thinker with a passion for promoting success, we would love to hear from you.
The base annual pay range for this role is between $230,000-265,000. The hiring base pay to be offered will vary and depend on skills and qualifications, experience, location and will also take into account internal equity. A full range of medical, financial and/or other benefits dependent on the position will also be offered.
Equal Employment Opportunity Statement:
Finnegan is an Equal Opportunity Employer. The firm is committed to providing equal employment opportunities to all applicants for employment, as defined by applicable state and federal laws, without regard to race, color, religion, sex, national origin, ancestry, age, sexual orientation, gender identity or expression, physical or mental disability, medical condition, military or veteran status, genetic information, marital status, pregnancy, childbirth, or related medical conditions, or any other protected status in accordance with all applicable federal, state and local laws. For candidates needing reasonable accommodations or assistance with the application process, please contact Human Resources at 202.216.5400.
Our privacy policy for applicants can be found here.
#LI-DI1
Equal Opportunity Employer