Washington, DC

Human Resources Manager

$47,000-$120,000 / YEAR

About Katten

Katten is a firm of first choice for clients seeking sophisticated, high-value legal services in the United States and abroad. Our nationally recognized practices include corporate, financial services, litigation, real estate, environmental, commercial finance, insolvency and restructuring, intellectual property, and trusts and estates. Our more than 650 attorneys serve public and private companies, including a third of the Fortune 100, as well as a number of government and nonprofit organizations and individuals. We provide full-service legal advice from locations across the United States and in London and Shanghai.

Summary for the Human Resources Manager

The Human Resources Manager is responsible for the management of all human resources functions in the Washington, D.C. office including, but may not limited to, employee relations, employee hiring, orienting and training, managing the performance evaluation program, implementing disciplinary action to and including termination, managing Firm employee benefits programs locally and ensuring compliance with employment laws and regulations. Essential duties are performed personally or through delegation/supervision of subordinates. The Human Resources Manager maintains professionalism and strict confidentiality in all client and Firm matters as work is of a highly confidential nature.

Essential Duties and Responsibilities include, but may not be limited to, the following. Other duties may be requested and/or assigned. Essential functions are primary job duties that an individual must be able to perform successfully with or without a reasonable accommodation. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Oversee and administer the recruitment and selection processes for all full-time/part-time non-legal exempt/non-exempt, temporary, and student-intern positions in Washington, D.C. ensuring recruiting and hiring practices are in compliance with government regulations and Firm policies and procedures in the hiring and post-employment process.
  • Conduct all non-legal business professional employment and exit interviews for the Washington, D.C. office. Coordinate applicant testing to determine suitability for referring applicants to appropriate hiring manager.
  • Provide information to applicants including review of job duties, responsibilities, pay, hours, benefit offerings, Firm policies, and other related information.
  • Maintain applicant tracking system, application database files, and files of applications and resumes received. Complete any required reports on employment activity. Coordinate such information for Affirmative Action and EEO reporting.
  • Determine suitability of applicants for employment. Negotiate job offers or communicate denial of employment by preparing confirmation or rejection letters.
  • Conduct new-hire orientation ensuring that all new-hire employees understand the Firm’s Employee Handbook and policies contained within. Coordinate new-hire photographs for business professionals, schedule technology training for the Legal Executive/Administrative Assistant training (when applicable), and conduct office tours.
  • In collaboration with the Director of Human Resources, support the development and delivery of professional skills training for business professionals in the Washington, D.C. and, firm-wide as needed, in alignment with the business professional competencies.
  • Prepare benefits-related paperwork for all new hires and conduct benefits orientation. Review health, employment, and insurance forms and submit for enrollment.
  • Counsel business professionals who are not meeting Firm employment standards and discuss performance improvement needed. Facilitate and document all initial and ongoing disciplinary meetings. In conjunction with the Director of Human Resources, coordinate employee discipline meetings and make recommendations for possible terminations. In collaboration with business professional managers, prepare all confidential, disciplinary memos and/or Performance Improvement Plans, as needed.
  • Provide counsel and advice to Firm Management and employees relative to resolution of performance issues, work-related issues, and/or conflicts offering problem-solving guidance or techniques. Investigate and resolve employee concerns within context of local, state, and federal laws ensuring that policies and procedures are consistent with Firm direction. (“Firm Management” may be defined, but not limited to, as any Chief, Director, Manager, Supervisor or Deputy General Counsel)
  • Manage, administer, and provide support to Firm Management and employees regarding policy interpretation and implementation of Short-Term Disability (“STD”), Family Medical Leave Act (“FMLA”) and Long Term Disability (“LTD”) programs. Coordinate arrangements with Firm-wide Benefits Manager, STD and/or LTD vendors, if necessary. Coordinate return-to-work duty when appropriate.
  • Oversee the annual performance evaluation/appraisal program (“viEval”) Firm-wide for non-legal exempt and non-exempt business professionals. This includes the annual set-up, roll-out and review of the viEval system for all offices. Responsible for any trouble shooting and questions regarding the performance review process from the local offices. Responsible in the Washington, D.C. office for reviewing and analyzing completed evaluation forms ensuring effectiveness, transparency and ensuring there is constructive feedback where necessary.
  • Coordinate functions that enhance employee relations such as, but not limited to, various informational meetings, health fairs, health screenings, flu shots and Firm sponsored events/programs. Assist in the development of procedures and continuing education of business professionals and provide job evaluation training as necessary to develop capabilities to ensure consistency with Firm goals.
  • Perform special projects for Firm Management as necessary.

Supervisory Responsibilities

  • Directly supervises and manages employees and is responsible for their overall direction, coordination, and evaluation. Carries out supervisory responsibilities in accordance with the Firm’s policies and applicable laws. Responsibilities include hiring, interviewing and training; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems; making recommendations for promotion, compensation, and termination.
Job Requirements

Knowledge, Skills and Abilities

  • Bachelor’s degree in Human Resources Management, Business, or equivalent and five or more years progressive Human Resources generalist experience; or equivalent combination of education and experience. Prior experience preferably in a large legal or professional services firm. Experience and working knowledge of Human Resources principles, policies and procedures, employment law (EEO, ADA, FMLA, etc), employee benefits administration and regulations, employee compensation, employee relations and recruiting and staffing practices. Must have excellent interviewing skills. Experience in office administration is a plus.
  • Computer proficient with experience and working knowledge of HRIS systems, Excel, Outlook, MS Word preferred.
  • Exceptional interpersonal, verbal, and written communication skills. Ability to communicate with courtesy and diplomacy, efficiently follow written and verbal instructions, provide information, and maintain effective relationships with a diverse group of attorneys, clients, staff, candidates, interns, and outside contacts.
  • Excellent analytical and critical-thinking skills requiring an aptitude for detail, precision, and logic with comprehensive knowledge of human resources principles and practices in order to analyze and administer the recruitment process, performance evaluation program, employee relations, local benefits programs, and workflow coordination.
  • Supervisory/managerial skills necessary in order to interact and communicate with subordinates, provide instruction/direction/training, determine work priorities, and coordinate the activities of a work team.
  • Ability to evaluate skill levels of personnel to determine proper assignment placements. Ability to work discreetly with confidential information and situations and respond to the most sensitive inquiries or complaints.
  • Exhibit high degree of initiative in exercising independent judgment and making decisions in managing multiple priorities in a fast-paced, deadline-driven, detail-oriented work environment.
  • Ability to identify and analyze personnel and workflow issues and inquiries and to recommend and implement solutions. Proactive with excellent troubleshooting, problem resolution, and follow-through skills.
  • Excellent organizational skills including record keeping, data collection, and system information. Ability to compile and analyze data and furnish concise, detailed information in report format, written correspondence, e?mail, or verbally.
  • Ability to perform complex mathematical calculations and apply mathematical concepts when computing, reconciling balances, verifying numerical data, and preparing various human resources reports.
  • Ability to occasionally retrieve and distribute files, written documentation, or office supplies weighing up to 10 pounds.
  • Occasional travel to other Firm locations may be required.

We offer an outstanding benefit package which includes: medical/dental/vision, 401k with employer contribution; transportation fringe benefit program; back-up care option; generous paid time off policy; and long-term and short-term disability policies.

Katten Muchin Rosenman LLP is an Equal Opportunity Employer/AA-M/F/SO/Disability/Veteran.