Human Resource Manager

Role Overview

A top New York law firm is looking for an accomplished Human Resource Manager with 5–8+ years of broad-based HR generalist experience. Background in professional services or legal settings is preferred.

Talent Acquisition and Onboarding

• Lead recruiting from start to finish for assigned positions, working closely with hiring managers to clarify needs, attract qualified talent, and keep the hiring process moving efficiently.
• Deliver a smooth, professional experience for candidates and new hires.
• Review recruiting activity and hiring trends to support better decision-making.

Employee Relations and Manager Guidance

• Act as a reliable point of contact for employees and managers on concerns such as performance issues, workplace matters, and interpretation of policies.
• Handle employee relations cases and investigations with sound judgment, discretion, and risk awareness.
• Coach managers on feedback, performance conversations, and resolving conflict.
• Work with leadership to address sensitive matters in a careful, consistent, and compliant manner.

Performance Management

• Support the company’s performance management process, including goal setting, annual reviews, feedback discussions, and performance improvement plans.
• Guide managers on evaluating performance, giving constructive input, and supporting employee development.

Training and Development

• Coordinate and support training programs for employees and managers focused on communication, coaching, performance management, and professional growth.

Compensation Cycle Support

• Assist with the firm’s annual compensation process, including merit and bonus administration.
• Support the Compensation Manager by consolidating employee and performance data, maintaining compensation records, and coordinating communications for timely and accurate completion.
• Work comfortably with compensation spreadsheets and related data while maintaining strict confidentiality.

HRIS and Systems Initiatives

• Partner with HRIS and HR leadership on system-related improvements and future enhancement or implementation work, including platforms such as Workday.
• Help maintain accurate employee data in the HR system.

HR Policy, Compliance, and Administration

• Help create, interpret, and apply HR policies and procedures in line with state and federal employment laws.
• Communicate policy updates clearly to employees and managers.
• Support compliance with employment regulations, including New York City-specific requirements, to reduce legal and operational risk.
• Maintain accurate employee records within the HRIS.

Security and Confidentiality

All staff are expected to follow the firm’s security requirements, protect company and client information, and safeguard assets from unauthorized access, disclosure, alteration, destruction, or interference. Any security incident, potential incident, or other risk must be reported to management.

Qualifications

• Proven background in full-cycle recruiting, employee relations, performance management, and HR administration.
• Experience with HRIS tools such as Workday or PeopleSoft; prior exposure to system implementation or enhancement projects is preferred.
• Prior involvement in annual compensation processes, including merit and bonus cycles and compensation data management, is an advantage.
• Strong understanding of New York City and New York State employment law.
• Advanced Excel capability, including reporting, data handling, and compensation-related spreadsheets.
• Ability to work independently, manage multiple priorities, and make sound decisions in a professional, collaborative environment.
• High level of professionalism, discretion, and integrity when dealing with confidential matters.

Education and Certification

• A bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline is considered beneficial.
• SHRM-CP, PHR, or a similar certification is a plus.