Human Resources Director

This is an exciting opportunity for an experienced HR leader to shape the people strategy of a growing law firm. The Director of Human Resources will lead the firm's HR function and serve as a strategic, trusted advisor to firm leadership on team member experience, workforce planning, performance management, compensation, benefits, compliance, professional development, and culture. The role calls for both big-picture strategic thinking and hands-on execution, with the opportunity to make a meaningful impact as the firm expands its headcount, practice areas, and geographic reach - all while championing a culture that treats team members as the firm's most important resource.

Key Responsibilities

Strategic Leadership

• Build and lead a dynamic HR function that reflects the firm's commitment to its people as its most important asset
• Work closely with the Chief Operating Officer and firm leadership to align HR strategy with the firm's strategic plan, fostering a culture of trust, support, teamwork, growth, and profitability
• Act as a trusted advisor to leadership on HR-related organizational risk, workforce planning and design, talent acquisition and management, and benefits strategy and administration
• Guide the evolution of HR practices and infrastructure to keep pace with the firm's growth in headcount, practice areas, and geographic footprint
• Identify and implement AI and technology solutions that enhance the team member experience and elevate HR's strategic impact
• Develop and present HR metrics and dashboards to firm leadership covering retention, turnover, engagement, compensation trends, benefits costs, staffing levels, and other key workforce indicators
• Foster a consistent, connected, and high-performing culture across all offices and hybrid work arrangements, while remaining attuned to the distinct needs of individual practice groups, departments, and team members

• Serve as a strategic partner in aligning talent management with the firm's strategic, financial, and operational goals
• Collaborate with the Managing Partner, Executive Committee, Practice Group Leaders, and Finance to support attorney productivity, non-attorney support, and staffing models
• Support workforce planning to ensure optimal staffing across practice groups, offices, and administrative departments
• Manage payroll function, including associated payment of benefits, taxes, and other payroll-related expenses
• Manage delivery of benefits, including strategic leadership related to selection of and delivery of team member benefits
• Partner with Finance and firm leadership to evaluate staffing levels, support ratios, compensation costs, benefit costs, and workforce investments in relation to firm profitability and client service needs

• Oversee onboarding programs to ensure effective integration into firm culture and expectations
• Develop and manage attorney integration and retention strategies, including onboarding of lateral attorneys, support for practice group integration, and coordination with firm leadership to promote long-term engagement and success
• Support succession planning and internal advancement opportunities for attorneys, paralegals, administrative professionals, and management roles

• Act as the primary resource for team member (employee) relations
• Counsel leadership on performance issues, investigations, and conflict resolution
• Foster a professional, collegial, and high-performance culture aligned with legal industry expectations
• Drive engagement and retention initiatives in a competitive legal talent market
• Provide practical, empathetic, and legally sound guidance on team member concerns, workplace conduct, accommodations, leaves of absence, and performance expectations
• Maintain strict confidentiality and exercise sound judgment in handling sensitive personnel matters, partner and attorney compensation information, client-related confidentiality issues, and matters involving legal ethics or professional responsibility

• Oversee attorney and staff annual evaluation processes, including compilation of firm data to provide firm leadership with all necessary information to make informed decisions regarding team member advancement and compensation
• Administer compensation structures, including salary, bonuses, and merit increases
• Partner with firm leadership on associate progression and partnership track decisions
• Ensure compensation is competitive within the firm's markets
• Lead compensation benchmarking, pay equity review, salary range development, and market analysis for attorneys, paralegals, administrative professionals, and management roles
• Support transparent, consistent, and accountable performance management processes that align individual contributions with firm goals, client service, teamwork, and profitability

• Ensure compliance with federal, state, and local employment laws
• Maintain HR policies aligned with legal industry standards, including confidentiality and ethics requirements
• Own and regularly update the firm's employee handbook, personnel policies, leave policies, remote and hybrid work policies, disciplinary procedures, and related HR documentation
• Lead investigations and mitigate employment-related risk in collaboration with firm leadership
• Support compliance with wage and hour laws, pay transparency requirements, anti-discrimination laws, leave laws, workplace accommodation obligations, and other employment-related requirements applicable to the firm

• Design and implement development programs for attorneys and staff
• Support leadership development, mentoring, and succession planning initiatives
• Coordinate CLE tracking and compliance where applicable
• Identify skill gaps and implement targeted training solutions
• Partner with firm leadership to support management training for attorneys and administrative leaders who supervise team members

• Oversee HR systems, reporting, and data integrity
• Manage benefits programs, leave administration, and vendor relationships
• Lead annual benefits strategy, renewal analysis, broker relationships, employee education, open enrollment, and evaluation of benefit offerings considering recruiting, retention, cost, and team member experience
• Develop and manage the HR budget
• Lead and mentor HR team members
• Evaluate and improve HR workflows, technology, document management, onboarding tools, performance systems, and reporting processes to improve service to team members and firm leadership

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred)
• 8-15+ years of progressive HR experience, including leadership roles
• Prior experience in a law firm or professional services environment is preferred; significant professional services, consulting, accounting, financial services, healthcare, or other partnership-driven experience may also be considered
• Demonstrated ability to operate both strategically and hands-on
• Based in Buffalo, willing to relocate to Buffalo, or able to maintain a regular weekly presence in the Buffalo office
• Experience leading or materially supporting compensation, benefits, performance management, employee relations, compliance, and HR operations in an organization of comparable complexity

• Strong understanding of employment law, including New York employment law and multi-state employment considerations
• Familiarity with law firm or professional services firm economics, including billable hours, alternative fee arrangements, profitability, cash flow, and billing lifecycle
• Proven ability to influence partners in a partnership-driven environment
• High level of discretion and professionalism
• Strong communication, leadership, and problem-solving capabilities
• Ability to combine empathy, practical judgment, accountability, and business acumen when advising leadership and supporting team members
• Comfort using HR technology, reporting tools, and AI-enabled solutions in a confidential, secure, and professionally responsible manner