Chief Human Resource Officer

Hinshaw & Culbertson LLP is a national law firm with approximately 550 lawyers. Founded in Chicago in 1934, the firm now has 26 offices in 16 states. Hinshaw, headquartered in Chicago, is in search for its next Chief Human Resources Officer. Reporting directly to the COO, the CHRO is responsible for providing the human resource vision, strategic direction and leadership for the entire organization, made up of over 1,000 employees. Responsibilities are broad based and include HR Strategy and execution, organizational development, succession management, training & development, employee relations, talent management, compensation and benefits. The CHRO will also be responsible for the design and implementation of programs, policies and strategies to support the growth and ongoing transformation of the firm.

We are looking for an HR Leader who has the ability to drive transformational change, inspire superior leadership and build a world-class human resources organization. If you are looking for the next step in your career and have the drive and experience to lead the HR function of a mid-sized law firm, this could be the opportunity for you!

Essential Duties & Responsibilities:

Strategic

• Contributes to the execution of the strategy and continued improvement of the business through implementation of innovative but practical human resource policies and programs.
• Serves as a trusted advisor to the Chairman, COO and the firm leadership team on organizational structure, teammate morale and culture.
• Works closely and partners with the leadership team actively involved in the company’s strategic plans for growth.
• Establishes metrics to measure the effectiveness of the HR function in contributing to the bottom-line performance of the firm and meeting the needs of constituents across the organization.
• Works with Operations leadership to diagnose, develop and implement companywide training and development programs coordinating internal and external training efforts.
• Works with Leadership Team on talent attraction and retention for key positions.
• Familiar with technology that supports HR including HRIS, Benefits Admin, investments, applicant tracking, drug and background, salary ranges, performance management and succession.

Compliance Administration

• Conceives, develops, and directs the establishments of human resource policies and procedures and coordinates the interpretation and application of these policies at all locations.
• Directs the administration of wage and salary policies and structures, recommends changes in policies and structure, develop policies to meet compensation objectives, participates in the design of executive compensation plans.
• Works closely with operations and finance on bonus and incentive plans for all employees.

• Develops, directs and coordinates the implementation of company policies to ensure compliance with related government regulations including equal opportunity, immigration, ADA, etc.
• Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. This includes interviewing, hiring, directing work, appraising performance, addressing complaints and resolving problems.

Compensation/Benefits

• Designs and recommends company strategy on all benefits (medical, dental, investment, voluntary, etc.) to ensure we target goals to address the entire employee population (hourly to executive).
• Plans, directs, evaluates and manages total reward plans within the company; looks for partners, technology and resources to optimize reach to the employee base and minimize internal administrative support required.
• Develops and manages performance management.
• Provides direction, leadership and development of human resource staff.
• Responsible for implementation of legal practices such retention and severance agreements to protect the firm.
• Looks for ways to improve the engagement and the employment process including talent management, morale, retention, engagement, new hire processing, benefit communication and termination.

Recruiting and Talent Development

• Oversee and direct an integrated recruiting and talent-development strategy that advances the Firm’s mission and long-term strategic objectives.
• Serve as a trusted business adviser to Firm leadership, providing data-driven insight into emerging trends, market conditions, and best practices in attorney recruiting and professional development.
• Design and implement cohesive short- and long-term initiatives to attract, select, and retain exceptional legal talent across all offices and practice groups.
• Lead, mentor, and inspire the recruiting and development team, ensuring seamless execution of all sourcing, interviewing, onboarding, and professional-development logistics.

Employment

• Responsible for creating an atmosphere where people understand and embrace the mission and values of the firm and carry these through in how business is conducted every day.
• Creates a performance mindset and clear accountability throughout the organization.
• Develops, directs and coordinates firm talent management, selection criteria, placement, and promotion criteria.
• Focus on minimizing company liability exposure on employment issues.
• Responsible for managing HR department budget and providing strong guidance to functional areas regarding talent and payroll management.
• Responsible for implementation of legal practices such as retention and severance agreements to protect the company.

People Management

• Supervision of HR Team - set goals and holds people accountable for results.
• Complies with and enforces all policies and procedures.
• Coordinates activities to streamline, automate and maximize the efficiency of all processes.
• Shares lessons learned and best practices.
• Performance management of Human Resources personnel including, reviews, corrective action, mentoring, development plans and performance improvement plans.

Minimum Qualifications:

• Ten or more years’ experience in a Law Firm as a results-oriented leader with a record of building and leading human resources approaches that further business strategies and create competitive advantage.
• Proven track record of leading and managing an HR department.
• Experience with multi-state locations, including California.
• Strong working knowledge in Word, Excel and PowerPoint.
• Ability to communicate effectively at all levels of the organization. Ability to listen and understand others’ positions as well as clearly and concisely articulates his/her own views and ideas.
• Proven experience as a human resource generalist with demonstrated experience in developing programs that positively impact organizational effectiveness, change management, succession planning and talent management.
• Experience as a trusted advisor, confidant and consensus builder to the Leadership Team.
• Big picture thinker who understand vision and strategy but is also hands-on who can get things done.
• Ability to manage multiple priorities with a detailed focus.
• Proven solid experience and judgment to plan and accomplish goals.
• Strong organization and planning skills
• Adaptable, flexible and feels comfortable in a fluid environment.
• Hands-on management style, with the ability to plan and schedule the work of others.
• Plans, develops, organizes, implements, directs and evaluates the company’s Human Resources function and performance. Develops, recommends and oversees department budgets.
• Provides input to executive team regarding compensation program design. Analyzes wage and salary reports and data to determine effectiveness of compensation plans. Oversees compensation administration.
• Oversees the planning and delivery of company-wide training, with a focus on human resources, technical and management training for the operations team.
• Acts as executive-level advisor on human resources issues to other executives and all levels of employees throughout the firm.
• Works with executive team to create management development strategies and programs/plans. Develops human resources planning models to identify competency, knowledge and talent gaps and develops programs for the filling of gaps.
• Oversees development and modification of benefit plans that appropriately balance the financial needs of the firm with employee retention.
• Maintains current knowledge and understanding of regulatory, industry trends, current practices, new developments and applicable laws regarding human resources in all states in which the firm maintains operations.
• Some travel may be required.