Clifford Chance
Human Resources Business Partner
Clifford Chance US LLP is seeking a full-time Human Resources Business Partner to provide strategic HR support to the Litigation and Dispute Resolution, Real Estate, and Tax, Pension & Employment practice areas. This role combines both operational and strategic responsibilities with exceptional HR client service to the designated practice areas. The ideal candidate will demonstrate proven experience operating as a HR Business Partner, working closely with senior stakeholders to align people strategies with business objectives. You will have a proactive mindset, strong attention to detail, and consistent follow-up, while embodying the qualities of a change agent and utilizing technology to drive efficiency. Reporting into the Human Resources Business Partner
Americas, this role sits at the heart of our Americas strategy, supporting Partners and attorneys in one of the firms most competitive and high-growth regions. Responsibilities: People and Talent Strategy: Partner with key stakeholders to embed the firms people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior Human Resources Business Partner
Americas and key stakeholders on key talent processes (e.g., compensation). Serve as a trusted advisor to partners and attorneys in designated practice areas, providing strategic support and guidance on HR matters and aligning with the Firms overall strategy. Work closely with other HR departments (e.g., Professional Development/Attorney Development, Learning & Leadership Development, Talent Acquisition, Benefits) to ensure alignment of HR initiatives and consistency in delivering HR services across the Firm. Contribute to the Firms people strategy by actively participating in global and regional HR projects aligned with strategic objectives. Drive the strategic direction of HR programs and change initiatives, ensuring they meet the evolving needs of attorneys and the Firm. Analyze people data, providing key stakeholders with timely updates on attorney performance, compensation, engagement, turnover, and other HR metrics; recommend strategies to improve satisfaction, retention, and business performance. Stay current with industry and competitor trends, regulatory changes, and best practices to maintain expertise, support commercial goals and ensure compliance with evolving standards. Collaborate with other regional HR Business Partners to ensure seamless coverage and consistent support across regions Employee Relations: Address employee concerns and resolve workplace conflicts through effective communication, mediation, and conflict management techniques. Respond to queries and provide guidance in line with our policies and procedures. Support attorneys to and on return from their parental leave. Partner with General Counsel to mitigate risks related to attorney employment matters and ensure compliance with firm policies and legal requirements Provide the partners with guidance and support in relation to ER issues. Exit Management: Conduct exit interviews for relevant business groups and provide feedback and recommendations to stakeholders, offering insights and best practices for continuous improvement. Talent Management: Collaborate with Professional Development/Attorney Development to support the regions attorney review process, ensuring that the Three Conversations appraisal process is effectively delivered, with consistent and accurate feedback. Moderate performance and employment discussions as needed. Support key stakeholders through the Three Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firms performance and reward strategy. Participate in talent reviews including pipeline analysis, workforce planning, job profile development and skill gap reviews. Contribute to Professional Development/Attorney Developments attorney performance initiatives by escalating both practice area needs and learnings from analysis of data that includes skill assessments, utilization issues and feedback from attorneys, partners and clients. Recommend relevant training and coaching when needed. Talent Acquisition: Collaborate with Talent Acquisition to ensure hiring needs are met, providing support and coaching during the onboarding process to ensure a seamless and successful transition for new hires. Partner with key stakeholders, including Practice Area Management and Finance, to assess business needs for new and amended roles and ensure that utilization goals are met. Meet all new lateral joiners in their first month, and then again at the end of their first 100 days. Wellbeing and People Experience: Work with the Senior Human Resources Business Partner
Americas to embed the wellbeing and people experience objectives and action plans for business. Proactively build knowledge and understanding of the Wellbeing strategy, enablers and priorities in order to speak confidently and competently. Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance peoples wellbeing. Financial Management, Risk, Data and Analytics: Work with Senior Human Resources Business Partner
Americas and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy. Assist Senior Human Resources Business Partner
Americas to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, etc. Perform additional assignments as directed by the Senior HR Business Partner
Americas and/or Director of Human Resources
Americas. Requirements/preferences: Must have 3-5 years of relevant Human Resources Business Partnering experience supporting senior leaders in a complex, fast-paced environment. Proven experience supporting senior stakeholders such as attorneys and Partner, ideally in a law firm environment. Bachelors Degree in HR, Business Administration or a related field required. SHRM/HRCI Certification strongly preferred. Strong consultative skills and the ability to serve as a trusted advisor with a client-focused mindset. Ability to work under pressure and prioritize competing demands to meet deadlines. Ability to handle confidential and sensitive information with appropriate discretion. Strategic thinker and problem solver. Strong commercial awareness and must be comfortable working in a fast-paced and growing environment. Excellent oral and written communication skills. Proven experience in making effective decisions using sound judgment. Proven ability to work collaboratively and maintain strong internal working relationships. Must be proactive and possess excellent organizational skills. Strong proficiency in MS Office, HR software and tools (HRIS systems, performance management tools) and the ability to pick up new technology and applications quickly. Ability to work outside the core business hours as needed. Must be able to adhere and comply with the Firms Agile Working Policy which requires employees to work from the office at least three days each calendar week. Must be independently legally authorized to work in the United States. Clifford Chance US LLP offers a comprehensive benefits and compensation package. The salary range for this role is $120-160k. Actual salary will be commensurate with the candidates qualifications and relevant experience.
Clifford Chance US LLP is seeking a full-time Human Resources Business Partner to provide strategic HR support to the Litigation and Dispute Resolution, Real Estate, and Tax, Pension & Employment practice areas. This role combines both operational and strategic responsibilities with exceptional HR client service to the designated practice areas. The ideal candidate will demonstrate proven experience operating as a HR Business Partner, working closely with senior stakeholders to align people strategies with business objectives. You will have a proactive mindset, strong attention to detail, and consistent follow-up, while embodying the qualities of a change agent and utilizing technology to drive efficiency. Reporting into the Human Resources Business Partner
Americas, this role sits at the heart of our Americas strategy, supporting Partners and attorneys in one of the firms most competitive and high-growth regions. Responsibilities: People and Talent Strategy: Partner with key stakeholders to embed the firms people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior Human Resources Business Partner
Americas and key stakeholders on key talent processes (e.g., compensation). Serve as a trusted advisor to partners and attorneys in designated practice areas, providing strategic support and guidance on HR matters and aligning with the Firms overall strategy. Work closely with other HR departments (e.g., Professional Development/Attorney Development, Learning & Leadership Development, Talent Acquisition, Benefits) to ensure alignment of HR initiatives and consistency in delivering HR services across the Firm. Contribute to the Firms people strategy by actively participating in global and regional HR projects aligned with strategic objectives. Drive the strategic direction of HR programs and change initiatives, ensuring they meet the evolving needs of attorneys and the Firm. Analyze people data, providing key stakeholders with timely updates on attorney performance, compensation, engagement, turnover, and other HR metrics; recommend strategies to improve satisfaction, retention, and business performance. Stay current with industry and competitor trends, regulatory changes, and best practices to maintain expertise, support commercial goals and ensure compliance with evolving standards. Collaborate with other regional HR Business Partners to ensure seamless coverage and consistent support across regions Employee Relations: Address employee concerns and resolve workplace conflicts through effective communication, mediation, and conflict management techniques. Respond to queries and provide guidance in line with our policies and procedures. Support attorneys to and on return from their parental leave. Partner with General Counsel to mitigate risks related to attorney employment matters and ensure compliance with firm policies and legal requirements Provide the partners with guidance and support in relation to ER issues. Exit Management: Conduct exit interviews for relevant business groups and provide feedback and recommendations to stakeholders, offering insights and best practices for continuous improvement. Talent Management: Collaborate with Professional Development/Attorney Development to support the regions attorney review process, ensuring that the Three Conversations appraisal process is effectively delivered, with consistent and accurate feedback. Moderate performance and employment discussions as needed. Support key stakeholders through the Three Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firms performance and reward strategy. Participate in talent reviews including pipeline analysis, workforce planning, job profile development and skill gap reviews. Contribute to Professional Development/Attorney Developments attorney performance initiatives by escalating both practice area needs and learnings from analysis of data that includes skill assessments, utilization issues and feedback from attorneys, partners and clients. Recommend relevant training and coaching when needed. Talent Acquisition: Collaborate with Talent Acquisition to ensure hiring needs are met, providing support and coaching during the onboarding process to ensure a seamless and successful transition for new hires. Partner with key stakeholders, including Practice Area Management and Finance, to assess business needs for new and amended roles and ensure that utilization goals are met. Meet all new lateral joiners in their first month, and then again at the end of their first 100 days. Wellbeing and People Experience: Work with the Senior Human Resources Business Partner
Americas to embed the wellbeing and people experience objectives and action plans for business. Proactively build knowledge and understanding of the Wellbeing strategy, enablers and priorities in order to speak confidently and competently. Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance peoples wellbeing. Financial Management, Risk, Data and Analytics: Work with Senior Human Resources Business Partner
Americas and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy. Assist Senior Human Resources Business Partner
Americas to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, etc. Perform additional assignments as directed by the Senior HR Business Partner
Americas and/or Director of Human Resources
Americas. Requirements/preferences: Must have 3-5 years of relevant Human Resources Business Partnering experience supporting senior leaders in a complex, fast-paced environment. Proven experience supporting senior stakeholders such as attorneys and Partner, ideally in a law firm environment. Bachelors Degree in HR, Business Administration or a related field required. SHRM/HRCI Certification strongly preferred. Strong consultative skills and the ability to serve as a trusted advisor with a client-focused mindset. Ability to work under pressure and prioritize competing demands to meet deadlines. Ability to handle confidential and sensitive information with appropriate discretion. Strategic thinker and problem solver. Strong commercial awareness and must be comfortable working in a fast-paced and growing environment. Excellent oral and written communication skills. Proven experience in making effective decisions using sound judgment. Proven ability to work collaboratively and maintain strong internal working relationships. Must be proactive and possess excellent organizational skills. Strong proficiency in MS Office, HR software and tools (HRIS systems, performance management tools) and the ability to pick up new technology and applications quickly. Ability to work outside the core business hours as needed. Must be able to adhere and comply with the Firms Agile Working Policy which requires employees to work from the office at least three days each calendar week. Must be independently legally authorized to work in the United States. Clifford Chance US LLP offers a comprehensive benefits and compensation package. The salary range for this role is $120-160k. Actual salary will be commensurate with the candidates qualifications and relevant experience.