Human Resource Director
Insource Services, Boston, MA, United States
The Director of Human Resources will serve as the firm's
first and sole dedicated HR professional , responsible for delivering the full spectrum of human resources functions for a 50‑employee law firm. This is a hands‑on, strategic role supporting the entire employee lifecycle, requiring familiarity with legal‑industry culture and the ability to partner closely with the Executive Committee, shareholders, and the Office Manager. The Director of Human Resources will play a key role in shaping the firm's people strategy, enhancing HR infrastructure, and supporting a collaborative and high‑performance workplace.
Key Responsibilities 1. Talent Acquisition & Recruitment
(40%-50% of role)
Develop and execute recruitment strategies to attract top legal talent, including attorneys, paralegals, and administrative staff.
Lead full-cycle recruitment: job postings, candidate sourcing, screening, interview scheduling, onsite visit coordination, candidate hosting, feedback collection, reference checks, and offer negotiation/closing.
Oversee lateral attorney hiring and summer associate programs.
Partner with department heads to assess staffing needs and craft job descriptions; advise leadership on headcount planning.
Build and maintain relationships with legal recruiters, law schools, and professional associations.
Conduct background and pre‑employment checks.
Analyze recruiting metrics and provide regular updates to the shareholder committee.
Provide interview skills training to partners, managers, and staff.
2. Employee Relations & Engagement
Act as the primary point of contact for all employee relations issues.
Conduct workplace investigations and facilitate conflict resolution.
Advise shareholders and managers on coaching, corrective actions, and employee development.
Lead disciplinary processes and performance improvement plans.
Conduct exit interviews and analyze turnover trends.
Support firmwide culture, engagement, and recognition initiatives in partnership with the Director of Marketing.
3. Compensation & Benefits Administration
Manage the firm's total compensation strategy, including legal industry salary benchmarking.
Lead annual compensation and bonus administration processes.
Oversee all benefit programs (health, dental, vision, disability, life insurance, 401k).
Manage open enrollment and firmwide benefits communications.
Administer workers' compensation, unemployment, FMLA, COBRA, and other leave programs.
Manage relationships with benefits brokers and vendors.
4. Compliance & Policy Management
Maintain the Employee Handbook and Legal Policy Manual.
Ensure compliance with all federal, state, and local employment laws.
Update HR policies and ensure firmwide consistency.
File mandatory state and federal employment reports.
Oversee ADA accommodations and maintain personnel record compliance.
Partner with outside employment counsel as needed.
Oversee workplace safety initiatives and OSHA compliance.
5. Performance Management & Development
Manage the firm's attorney and staff performance evaluation systems.
Train managers and partners on effective performance reviews.
Coordinate CLE tracking and professional development activities.
Support associate and staff career development, mentorship, and advancement pathways.
6. HR Operations & Administration
Maintain the HRIS and generate analytics/reporting for leadership.
Manage HR budget and oversee vendor relationships.
Prepare reports and insights for Executive Committee and shareholder meetings.
Handle employment verifications and attorney bar admission requirements.
Collaborate with the Controller on the annual operating budget.
Collaboration with Office Manager
Partner on new hire onboarding and orientation.
Coordinate office space planning for new employees.
Ensure alignment on administrative policies and communication.
Qualifications Required
Bachelor's degree in Human Resources, Business, or related discipline.
7+ years of progressive HR experience, including at least 2 years in a law firm or professional services environment.
Strong knowledge of federal and Massachusetts employment laws.
Experience as a sole HR practitioner or in a highly independent HR role.
Excellent interpersonal and communication skills; ability to work effectively with attorneys and staff at all levels.
Proven ability to maintain confidentiality and manage sensitive information.
Strong organizational and project management skills.
Proficiency with HRIS and ATS systems.
Experience with legal recruiting and familiarity with attorney career paths.
Preferred
SHRM-CP, SHRM-SCP, or PHR certification.
Experience presenting or reporting to senior leadership or board-level committees.
Knowledge of legal‑industry compensation structures and benchmarking.
Experience with attorney performance evaluation systems.
Key Competencies
Strategic thinker with strong execution ability.
High business acumen and understanding of law firm economics.
Excellent judgment, discretion, and problem‑solving.
Ability to influence without direct authority.
Strong attention to detail and service‑oriented approach.
Ability to manage multiple priorities in a fast‑paced environment.
Skilled at building relationships across all levels of the organization.
Physical Requirements
Must be able to work on‑site in the Boston office.
Occasional after‑hours availability as business needs arise.
Why Join Us? This role offers the opportunity to make a
meaningful and lasting impact
as the firm's first dedicated HR leader. The Director of Human Resources will help shape people strategy, enhance organizational culture, and support the continued growth of a respected and long‑established legal practice.
#J-18808-Ljbffr
first and sole dedicated HR professional , responsible for delivering the full spectrum of human resources functions for a 50‑employee law firm. This is a hands‑on, strategic role supporting the entire employee lifecycle, requiring familiarity with legal‑industry culture and the ability to partner closely with the Executive Committee, shareholders, and the Office Manager. The Director of Human Resources will play a key role in shaping the firm's people strategy, enhancing HR infrastructure, and supporting a collaborative and high‑performance workplace.
Key Responsibilities 1. Talent Acquisition & Recruitment
(40%-50% of role)
Develop and execute recruitment strategies to attract top legal talent, including attorneys, paralegals, and administrative staff.
Lead full-cycle recruitment: job postings, candidate sourcing, screening, interview scheduling, onsite visit coordination, candidate hosting, feedback collection, reference checks, and offer negotiation/closing.
Oversee lateral attorney hiring and summer associate programs.
Partner with department heads to assess staffing needs and craft job descriptions; advise leadership on headcount planning.
Build and maintain relationships with legal recruiters, law schools, and professional associations.
Conduct background and pre‑employment checks.
Analyze recruiting metrics and provide regular updates to the shareholder committee.
Provide interview skills training to partners, managers, and staff.
2. Employee Relations & Engagement
Act as the primary point of contact for all employee relations issues.
Conduct workplace investigations and facilitate conflict resolution.
Advise shareholders and managers on coaching, corrective actions, and employee development.
Lead disciplinary processes and performance improvement plans.
Conduct exit interviews and analyze turnover trends.
Support firmwide culture, engagement, and recognition initiatives in partnership with the Director of Marketing.
3. Compensation & Benefits Administration
Manage the firm's total compensation strategy, including legal industry salary benchmarking.
Lead annual compensation and bonus administration processes.
Oversee all benefit programs (health, dental, vision, disability, life insurance, 401k).
Manage open enrollment and firmwide benefits communications.
Administer workers' compensation, unemployment, FMLA, COBRA, and other leave programs.
Manage relationships with benefits brokers and vendors.
4. Compliance & Policy Management
Maintain the Employee Handbook and Legal Policy Manual.
Ensure compliance with all federal, state, and local employment laws.
Update HR policies and ensure firmwide consistency.
File mandatory state and federal employment reports.
Oversee ADA accommodations and maintain personnel record compliance.
Partner with outside employment counsel as needed.
Oversee workplace safety initiatives and OSHA compliance.
5. Performance Management & Development
Manage the firm's attorney and staff performance evaluation systems.
Train managers and partners on effective performance reviews.
Coordinate CLE tracking and professional development activities.
Support associate and staff career development, mentorship, and advancement pathways.
6. HR Operations & Administration
Maintain the HRIS and generate analytics/reporting for leadership.
Manage HR budget and oversee vendor relationships.
Prepare reports and insights for Executive Committee and shareholder meetings.
Handle employment verifications and attorney bar admission requirements.
Collaborate with the Controller on the annual operating budget.
Collaboration with Office Manager
Partner on new hire onboarding and orientation.
Coordinate office space planning for new employees.
Ensure alignment on administrative policies and communication.
Qualifications Required
Bachelor's degree in Human Resources, Business, or related discipline.
7+ years of progressive HR experience, including at least 2 years in a law firm or professional services environment.
Strong knowledge of federal and Massachusetts employment laws.
Experience as a sole HR practitioner or in a highly independent HR role.
Excellent interpersonal and communication skills; ability to work effectively with attorneys and staff at all levels.
Proven ability to maintain confidentiality and manage sensitive information.
Strong organizational and project management skills.
Proficiency with HRIS and ATS systems.
Experience with legal recruiting and familiarity with attorney career paths.
Preferred
SHRM-CP, SHRM-SCP, or PHR certification.
Experience presenting or reporting to senior leadership or board-level committees.
Knowledge of legal‑industry compensation structures and benchmarking.
Experience with attorney performance evaluation systems.
Key Competencies
Strategic thinker with strong execution ability.
High business acumen and understanding of law firm economics.
Excellent judgment, discretion, and problem‑solving.
Ability to influence without direct authority.
Strong attention to detail and service‑oriented approach.
Ability to manage multiple priorities in a fast‑paced environment.
Skilled at building relationships across all levels of the organization.
Physical Requirements
Must be able to work on‑site in the Boston office.
Occasional after‑hours availability as business needs arise.
Why Join Us? This role offers the opportunity to make a
meaningful and lasting impact
as the firm's first dedicated HR leader. The Director of Human Resources will help shape people strategy, enhance organizational culture, and support the continued growth of a respected and long‑established legal practice.
#J-18808-Ljbffr