Clifford Chance
Senior HR Business Partner – Litigation & Dispute Resolution, Real Estate and Ta
Clifford Chance, New York, New York, us, 10261
Senior HR Business Partner – Litigation & Dispute Resolution, Real Estate and Tax, Pensions & Employment
Clifford Chance US LLP is seeking a full‑time Human Resources Business Partner to provide strategic HR support to the Litigation and Dispute Resolution (L&DR), Real Estate, and Tax, Pension & Employment (TPE) practice areas. This role combines operational and strategic responsibilities with exceptional HR client service to the designated practice areas. The ideal candidate will demonstrate proven experience operating as a Senior HR Business Partner, working closely with senior stakeholders to align people strategies with business objectives.
Reporting into the Head of HR – L&DR and the Regional HR Director – Americas, this role sits at the heart of our Americas strategy, supporting Partners and attorneys in one of the firm’s most competitive and high‑growth regions.
RESPONSIBILITIES
Partner with key stakeholders to embed the firm’s people priorities, shaping the regional talent agenda and working with Head of HR – L&DR and Regional HR Director – Americas on talent processes.
Serve as a trusted advisor to partners and attorneys in designated practice areas, providing strategic support and guidance on HR matters.
Work closely with other HR departments to ensure alignment of HR initiatives and consistency in delivering HR services across the firm.
Contribute to the firm’s 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 in designated practice areas to ensure seamless coverage and consistent support across regions.
Provide partners with guidance and support in relation to employee relations issues.
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 on return from parental leave.
Partner with General Counsel to mitigate risks related to attorney employment matters and ensure compliance with firm policies and legal requirements.
Conduct exit interviews for relevant business groups and provide feedback and recommendations to stakeholders, offering insights and best practices for continuous improvement.
Collaborate with Professional Development/Attorney Development to support the region’s attorney review process, ensuring the ‘Three Conversations’ appraisal process is effectively delivered, 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 aligned to the firm’s performance and reward strategy.
Lead talent reviews in collaboration with the Talent team including pipeline analysis, workforce planning, job profile development and skill gap reviews.
Contribute to Professional Development/Attorney Development’s attorney performance initiatives by escalating practice area needs and learnings from data analysis.
Collaborate with Talent Acquisition to ensure hiring needs are met, providing support and coaching during the onboarding process.
Partner with key stakeholders, including Practice Area Management and Finance, to assess business needs for new and amended roles and ensure utilization goals are met.
Meet all new lateral joiners in their first month, and again at the end of their first 100 days.
Work with the Head of HR – L&DR and Regional HR Director – Americas to embed wellbeing and people experience objectives and action plans.
Proactively build knowledge and understanding of the wellbeing strategy, enablers and priorities.
Frequently engage in employee listening methods to identify key themes and inform timely solutions to protect and enhance people’s wellbeing.
Work with senior HR leaders to determine headcount forecasting and budget changes aligning to business plan and strategy.
Collate and provide an initial analysis on sources of employee listening data from across the firm (e.g., people survey, exit data).
QUALIFICATIONS
5+ years of relevant experience in a Senior Human Resources Business Partner position, ideally from within a law firm or professional services organisation.
Experience working in a complex, fast‑paced setting; experience in a matrixed/global environment is desirable.
Experience partnering with and influencing management teams and working collaboratively with key stakeholders to create joint expectations and deliverables.
Ability to work under pressure and prioritize competing demands to meet deadlines, and handle confidential and sensitive information with appropriate discretion.
Strategic thinker and problem solver, with strong commercial awareness.
Excellent written and verbal communication skills, both written and verbal, and a proactive approach and strong organisational skills.
Bachelor’s Degree in HR, Business Administration or a related field.
SHRM/HRCI Certification is strongly preferred.
Proficiency in MS Office, HR software and HRIS systems, and ability to pick up new technology quickly.
Ability to work outside core business hours as needed.
Adherence to the firm’s Agile Working Policy – flexible working arrangement of at least three days per week in the office.
Independent legal authorization to work in the United States.
Clifford Chance US LLP offers a comprehensive benefits and compensation package. The salary range for this role is $236,000 - $268,000. Actual salary will be commensurate with the candidate’s qualifications and relevant experience.
EQUAL OPPORTUNITIES STATEMENT At Clifford Chance, we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society. We are committed to treating all employees and applicants fairly and equally regardless of gender, gender identity, marital status, race, color, national origin, disability, religion, sexual orientation, or age. This applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment. Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.
Find out more about our inclusive culture here.
#J-18808-Ljbffr
Reporting into the Head of HR – L&DR and the Regional HR Director – Americas, this role sits at the heart of our Americas strategy, supporting Partners and attorneys in one of the firm’s most competitive and high‑growth regions.
RESPONSIBILITIES
Partner with key stakeholders to embed the firm’s people priorities, shaping the regional talent agenda and working with Head of HR – L&DR and Regional HR Director – Americas on talent processes.
Serve as a trusted advisor to partners and attorneys in designated practice areas, providing strategic support and guidance on HR matters.
Work closely with other HR departments to ensure alignment of HR initiatives and consistency in delivering HR services across the firm.
Contribute to the firm’s 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 in designated practice areas to ensure seamless coverage and consistent support across regions.
Provide partners with guidance and support in relation to employee relations issues.
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 on return from parental leave.
Partner with General Counsel to mitigate risks related to attorney employment matters and ensure compliance with firm policies and legal requirements.
Conduct exit interviews for relevant business groups and provide feedback and recommendations to stakeholders, offering insights and best practices for continuous improvement.
Collaborate with Professional Development/Attorney Development to support the region’s attorney review process, ensuring the ‘Three Conversations’ appraisal process is effectively delivered, 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 aligned to the firm’s performance and reward strategy.
Lead talent reviews in collaboration with the Talent team including pipeline analysis, workforce planning, job profile development and skill gap reviews.
Contribute to Professional Development/Attorney Development’s attorney performance initiatives by escalating practice area needs and learnings from data analysis.
Collaborate with Talent Acquisition to ensure hiring needs are met, providing support and coaching during the onboarding process.
Partner with key stakeholders, including Practice Area Management and Finance, to assess business needs for new and amended roles and ensure utilization goals are met.
Meet all new lateral joiners in their first month, and again at the end of their first 100 days.
Work with the Head of HR – L&DR and Regional HR Director – Americas to embed wellbeing and people experience objectives and action plans.
Proactively build knowledge and understanding of the wellbeing strategy, enablers and priorities.
Frequently engage in employee listening methods to identify key themes and inform timely solutions to protect and enhance people’s wellbeing.
Work with senior HR leaders to determine headcount forecasting and budget changes aligning to business plan and strategy.
Collate and provide an initial analysis on sources of employee listening data from across the firm (e.g., people survey, exit data).
QUALIFICATIONS
5+ years of relevant experience in a Senior Human Resources Business Partner position, ideally from within a law firm or professional services organisation.
Experience working in a complex, fast‑paced setting; experience in a matrixed/global environment is desirable.
Experience partnering with and influencing management teams and working collaboratively with key stakeholders to create joint expectations and deliverables.
Ability to work under pressure and prioritize competing demands to meet deadlines, and handle confidential and sensitive information with appropriate discretion.
Strategic thinker and problem solver, with strong commercial awareness.
Excellent written and verbal communication skills, both written and verbal, and a proactive approach and strong organisational skills.
Bachelor’s Degree in HR, Business Administration or a related field.
SHRM/HRCI Certification is strongly preferred.
Proficiency in MS Office, HR software and HRIS systems, and ability to pick up new technology quickly.
Ability to work outside core business hours as needed.
Adherence to the firm’s Agile Working Policy – flexible working arrangement of at least three days per week in the office.
Independent legal authorization to work in the United States.
Clifford Chance US LLP offers a comprehensive benefits and compensation package. The salary range for this role is $236,000 - $268,000. Actual salary will be commensurate with the candidate’s qualifications and relevant experience.
EQUAL OPPORTUNITIES STATEMENT At Clifford Chance, we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society. We are committed to treating all employees and applicants fairly and equally regardless of gender, gender identity, marital status, race, color, national origin, disability, religion, sexual orientation, or age. This applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment. Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.
Find out more about our inclusive culture here.
#J-18808-Ljbffr