Porter Hedges LLP
Porter Hedges is seeking a proactive and detail-oriented Human Resources Manager to manage a wide range of HR functions that support both attorneys and professional staff members. Key areas of responsibility include non-attorney recruiting and staffing, onboarding, employee relations, compliance, performance management, employee engagement and morale, benefits administration, leave management, and wellness initiatives.
Responsibilities
Oversee the full-cycle recruitment process for all non-attorney roles, including developing job descriptions, managing relationships with headhunter agencies, establishing service fee agreements, conducting interviews, preparing offer letters, and extending offers.
Coordinate with the HR Staff Recruitment Coordinator to maintain the Firm’s external careers page and LinkedIn Recruiter presence, including posting job openings and recruitment-related content.
Work closely with the HR Staff Recruitment Coordinator to ensure completion of all pre-employment requirements, such as reference checks, background checks, and new hire conflicts checks, for all Firm personnel.
Communicates staffing updates, personnel changes, and departures to administrative personnel.
Manage the full onboarding and offboarding processes for all personnel, including drafting orientation schedules, reserving conference room space, calendaring sessions with key stakeholders, preparing departure paperwork, and conducting exit interviews to ensure a smooth transition in and out of the Firm.
Support the Benefits Coordinator in the day-to-day administration of benefits, including open enrollment, life event changes, employee communications, and resolution of enrollment or claims issues with third-party vendors.
Oversee the Firm’s leave management programs (e.g., FMLA and ADA), ensuring compliance with applicable laws and consistent application of policies; provide guidance to Practice Group Leaders, managers, and employees throughout the process.
Manage the Firm’s workers’ compensation program, including claim coordination, communication with insurance providers, and ensuring compliance with applicable regulations.
Manage the Firm’s wellness program in coordination with the Benefits Coordinator, including planning and executing initiatives such as lunch-and-learns, on-site vaccination clinics, wellness events, and the Firm’s wellness newsletter.
Lead Firm-wide employee engagement activities, such as the annual Anniversary Celebration, Firm holiday party, holiday luncheon, happy hours, and March Madness luncheon, across the Firm.
Serve as a trusted resource for employee relations matters involving non-attorney staff, including performance management, disciplinary actions, conflict resolution, and coaching.
Administer the Firm’s annual staff performance evaluation process and semi-annual attorney reviews, support professional development and career growth initiatives.
Ensure clear and consistent communication and application of Firm policies and procedures; recommend updates or changes as needed.
Maintain accurate HRIS and personnel records; generate regular reports and analytics to support leadership decision-making.
Contribute to departmental strategic goals, including HR technology enhancements, process improvements, and operational efficiency.
Assist with special projects and other duties as needed.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR) strongly preferred.
Minimum of 5 years of progressive HR experience, with at least 2-3 years in a management or HR leadership role.
Prior experience in a professional services environment is highly preferred.
Experience supporting both exempt and non-exempt positions.
Strong understanding and knowledge of employment laws and HR best practices (e.g., FLSA, FMLA, ADA, COBRA, etc.).
Demonstrated experience in full-cycle recruiting, onboarding, benefits and leave administration, employee relations, performance management, policy development and compliance, and HRIS systems.
Exceptional interpersonal, communication, and problem-solving skills with the ability to build trust across all levels of the Firm.
Comfortable working in a hands-on, self-directed role, often wearing multiple hats.
Strong use of discretion and sound judgment when handling sensitive personnel matters.
Excellent organizational and project management abilities with strong attention to detail and the ability to manage competing priorities.
Client service orientation with a professional and polished demeanor.
Ability to handle conflict resolution and coach managers through difficult situations.
Proficient in Microsoft Office Suite and HR software (e.g., Paylocity, ADP, UKG, etc.), applicant tracking systems, and recruitment tools (e.g., LinkedIn Recruiter, LawCruit, Pirical, Flo Recruit, etc.)
#J-18808-Ljbffr
Responsibilities
Oversee the full-cycle recruitment process for all non-attorney roles, including developing job descriptions, managing relationships with headhunter agencies, establishing service fee agreements, conducting interviews, preparing offer letters, and extending offers.
Coordinate with the HR Staff Recruitment Coordinator to maintain the Firm’s external careers page and LinkedIn Recruiter presence, including posting job openings and recruitment-related content.
Work closely with the HR Staff Recruitment Coordinator to ensure completion of all pre-employment requirements, such as reference checks, background checks, and new hire conflicts checks, for all Firm personnel.
Communicates staffing updates, personnel changes, and departures to administrative personnel.
Manage the full onboarding and offboarding processes for all personnel, including drafting orientation schedules, reserving conference room space, calendaring sessions with key stakeholders, preparing departure paperwork, and conducting exit interviews to ensure a smooth transition in and out of the Firm.
Support the Benefits Coordinator in the day-to-day administration of benefits, including open enrollment, life event changes, employee communications, and resolution of enrollment or claims issues with third-party vendors.
Oversee the Firm’s leave management programs (e.g., FMLA and ADA), ensuring compliance with applicable laws and consistent application of policies; provide guidance to Practice Group Leaders, managers, and employees throughout the process.
Manage the Firm’s workers’ compensation program, including claim coordination, communication with insurance providers, and ensuring compliance with applicable regulations.
Manage the Firm’s wellness program in coordination with the Benefits Coordinator, including planning and executing initiatives such as lunch-and-learns, on-site vaccination clinics, wellness events, and the Firm’s wellness newsletter.
Lead Firm-wide employee engagement activities, such as the annual Anniversary Celebration, Firm holiday party, holiday luncheon, happy hours, and March Madness luncheon, across the Firm.
Serve as a trusted resource for employee relations matters involving non-attorney staff, including performance management, disciplinary actions, conflict resolution, and coaching.
Administer the Firm’s annual staff performance evaluation process and semi-annual attorney reviews, support professional development and career growth initiatives.
Ensure clear and consistent communication and application of Firm policies and procedures; recommend updates or changes as needed.
Maintain accurate HRIS and personnel records; generate regular reports and analytics to support leadership decision-making.
Contribute to departmental strategic goals, including HR technology enhancements, process improvements, and operational efficiency.
Assist with special projects and other duties as needed.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR) strongly preferred.
Minimum of 5 years of progressive HR experience, with at least 2-3 years in a management or HR leadership role.
Prior experience in a professional services environment is highly preferred.
Experience supporting both exempt and non-exempt positions.
Strong understanding and knowledge of employment laws and HR best practices (e.g., FLSA, FMLA, ADA, COBRA, etc.).
Demonstrated experience in full-cycle recruiting, onboarding, benefits and leave administration, employee relations, performance management, policy development and compliance, and HRIS systems.
Exceptional interpersonal, communication, and problem-solving skills with the ability to build trust across all levels of the Firm.
Comfortable working in a hands-on, self-directed role, often wearing multiple hats.
Strong use of discretion and sound judgment when handling sensitive personnel matters.
Excellent organizational and project management abilities with strong attention to detail and the ability to manage competing priorities.
Client service orientation with a professional and polished demeanor.
Ability to handle conflict resolution and coach managers through difficult situations.
Proficient in Microsoft Office Suite and HR software (e.g., Paylocity, ADP, UKG, etc.), applicant tracking systems, and recruitment tools (e.g., LinkedIn Recruiter, LawCruit, Pirical, Flo Recruit, etc.)
#J-18808-Ljbffr